NextGen: In Our Own Words

What's the best way to find out what younger professionals think? Just ask! Here, several librarians, ranging in age from 25 to 35, reveal their thoughts about our profession.

These NextGens share common concerns about the few entry-level opportunities available, noting also that short-term budget solutions like cutting staff or reducing positions to part-time affect our future stability. "How are we going to lead in the future if we are not given a chance now? Many positions are being 'de-professionalized' or broken into two part-time positions," says former solo librarian Adrienne Strock (25). "Although this alleviates some current budget problems, it does not benefit our libraries or our profession in the long run."

Like Brian C. Gray (28), library associate senior, University of Akron Libraries, these new librarians are also bothered by the seeming preference for experience over any other quality. "Many organizations look solely at professional experience," Gray says, "but overlook other skills and abilities a new-generation librarian may possess."

Institutions could work harder to attract younger librarians and their energy, fresh perspectives, and enthusiasm. Job ads and interviews often seem designed to ward off younger librarians (and new grads in general), notes Liza Hickey (30), lead cataloger, Peoria Public Library, IL. "While I was job-hunting, I'm not sure I saw any signs that an employer was more willing or interested in working with me because I was a younger librarian," she says. "The impression I got from interviews was that they were using me to fill a quota."

NextGens look for welcoming language and other indications that institutions want them. As Tasha Squires (32), young adult librarian, Fountaindale Public Library District, Bolingbrook, IL, explains, "Wording in job ads such as dynamic work environment, challenging, computer savvy, new direction, creative, etc., creates a picture of a library welcoming the diversity NextGens can bring to the table."

NextGens are eager to incorporate their ideas and energy into librarianship and frustrated by barriers to doing so—whether by an unsuccessful job hunt or a traditionbound workplace. They have some pointed words for employers. "Take my suggestions in the context of the work I do and the qualities I bring, not solely in context of my age," urges Louise Alcorn (34), reference technology librarian, West Des Moines Public Library.

"I'm most concerned about burnout and discouragement," says Ruhama Kordatzky (29), youth services librarian, Burlington Public Library, WI. "Many young librarians struggle to find a job, and, when they do, they feel the profession isn't welcoming."

But it is important to tune into NextGens now. "If the baby boomers retire in this decade," notes Strock, "then we have a lot to learn from them in a short amount of time. We will do little learning if we are standing on the sidelines."

Younger employees value the chance to grow and succeed in their organizations. They emphasize the importance of support for professional development. "I like to see opportunities for professional growth," says Alcorn. "It means that you value me as a person and a professional and understand that I want to always be learning—which can only benefit your organization."

Libraries also need to recognize the integral role NextGens play in transforming the profession and its institutions, helping us remain relevant. Comfort with change and openness to new ideas can bring new life to any organization. "The ability to walk into a new situation and see what could be, rather than always and only seeing what is, is valuable to any library," says Squires. "Younger librarians are more open to change and more willing to go out on a limb to try something new and different."

Traditionbound and inflexible employers easily alienate younger librarians. Many I talked to specifically mentioned colleagues who have already left for other careers. "NextGens are more likely to want to see their stamp on things in a relatively short amount of time," notes Squires. "They are more likely to look elsewhere for the fulfillment they seek."

Others expressed a lack of confidence in the long-term future of a profession that fails to integrate the talents of new members. "Libraries risk losing their vitality, appeal, and even future success by not integrating viewpoints and actual younger employees into their programs," says Chrissie Anderson Peters (33), librarian, Basler Library, Northeast State Community College, Blountville, TN.

Amy Kearns (32), librarian, Clifton Public Library, NJ, puts it this way: "This is a turning point for libraries, and we have a vital and changing role to play that can only exist if we make some changes. Newer/younger librarians bring the talents and qualities that will be essential for keeping the library relevant in the future."

Our profession lies in the hands of its younger members, and their current state of alienation and early burnout cannot bode well. We need to work on integrating the ideas and skills of all members of this profession in order to secure its future.