Traditionally, you think of mentorship as a new staffer being paired with a more experienced employee. But what if we said there’s been a new twist in the mentorship dynamic? Yep, programs are going away with the outdated arrangement for a more modern approach called reverse mentoring.
“Reverse mentoring is where a more senior employee is mentored by a more junior employee,” explains Ashley Rudolph, the founder of Work with Ashley R. “Reverse mentoring acknowledges that there are skills and opportunities for learning for both senior and junior employees and emphasizes that in the dynamic.”
Research shows that adopting reverse mentoring creates a more inclusive and open workplace for employees.1 It’s why more and more companies like General Electric, Caterpillar, and Heineken are adopting this new process.
But how does reverse mentoring exactly work? And is it better than traditional mentorship? We take a look at how businesses put reverse mentoring into practice and whether it’s better or worse for your career.
Benefits of Reverse Mentoring
It might seem hard to wrap your head around the idea of a less experienced, potentially younger employee imparting knowledge to an older employee. However, many companies are embracing this change because they realize seasoned staff members can gain wisdom and insight from newer employees.
Some benefits of reverse mentoring include:
- Senior employees learn new ideas to tackle company problems. Newer employees who haven’t been trained may approach issues with a fresh perspective. “[Senior employees may] likely be exposed to new ideas, ones that may spark new initiatives or projects at the company,” says Rudolph. “They may also discover untapped talent in the organization and are in a position to recognize and reward them for their ideas and efforts.”
- Senior employees refresh their skills. Younger recruits can keep them updated on the new developments in the marketplace. Many industries require employees to take yearly education courses to keep up with industry changes. Junior employees can help bridge that knowledge gap with more senior staff.
- Newer recruits build their leadership skills. Newer employees are more accustomed to taking instructions but in a reverse mentorship relationship, they’re putting their supervisory skills to work, guiding and directing more experienced staff members. A 2022 study found that reverse mentoring gave younger employees more confidence in their skills and ability to provide feedback to senior leadership.2
- Reverse mentoring opens up new opportunities for younger employees in the workplace. “Junior-level employees are often in roles that are more focused on execution and mentoring a more senior employee will allow them to practice strategic thinking, innovation, and big-picture thinking,” says Rudolph. A reverse mentoring relationship can give junior employees valuable and tangible career skills.
- The workplace becomes more community-focused and inclusive. “Reverse mentoring sets up members of marginalized groups and those with underestimated identities in a position where they’re able to share knowledge and teach individuals in more senior roles — which is an opportunity they may not have otherwise had,” Rudolph adds.
What Makes a Successful Reverse Mentoring Program?
As with any workplace initiative, the more planning and forethought you put into it, the more likely it becomes successful. Here are some key strategies that can help start or grow your reverse mentoring program.
Decide on Your Outcomes
Before you start, decide what you want the outcome to be. What do you want your newer employee mentors to get from this program? What do you want upper-level employees to take from the experience? What goals have been set for each person involved, as well as the goals for the company?
You’ll also want to clearly outline the parameters for the program and your plan of implementation. How many months will this mentoring relationship last? What tasks or jobs will mentors and mentees do? And how will you communicate these details to your staff? Create a plan to train personnel on both sides of the mentoring relationship, so they will clearly understand the expected level of participation and what they should get out of this experience.
Develop Clear Defined Metrics and Measurable Goals
Each person involved needs a way to gauge their progress, so your company can determine if reverse mentoring is working for its employees. Having clear and well-defined metrics can help in this area. For example, do you want 25% of all senior employees to learn and implement a new skill taught as a part of the program by the six-month point? Make that one of the measurable goals of your program.
Also, implement a strategy to address problems and deal with challenges. You may encounter employees on either side of the equation who are unwilling to teach or learn from one another. Employees may have unrealistic expectations of the program, or mentors may feel intimidated by their mentees and feel like they lack the skills to be leaders.
“[Reverse mentorship] requires willingness and openness,” states Marie-Hélène Pelletier, PhD, a workplace mental health expert, psychologist, and author. A great way to create a more open environment, she says, is by creating written agreements between the mentor and mentee.
Conclusion
As with any workplace initiative, it takes a lot of planning and patience. The key is seeing the ultimate end goal, and what it means to each participant and the company as a whole.
“Reverse mentoring is important in the workplace because supports a culture of continuous learning and democratizes who is ‘allowed’ to impart wisdom upon others in the organization,” Rudolph explains. “It breaks the assumption that more senior employees don’t have anything to learn from junior level staff.”