Reverse mentoring is not a new concept, and the advantages have certainly been observed over previous decades¹. However, with the pace of technological and societal change, and Gen Z entering the workplace and creating the most generationally diverse workplace of all time, the opportunity that can be gained from effective reverse mentoring has never been greater.

Reverse mentoring flips the usual mentorship idea and challenges the view that wisdom only flows in one direction in the workplace². Instead of senior professionals guiding junior ones, it pairs experienced individuals with typically less-experienced – or younger – counterparts. The youngest generation now entering our workforce, known as Gen Z, brings a fresh outlook, digital skills, and a good understanding of the changing world. In today’s fast-paced environment, staying adaptable and relevant is vital, making reverse mentoring an important strategy.

One major reason for the growing importance of reverse mentoring is the speed at which technology is advancing. Gen Z, having grown up in the digital age, naturally understands the latest technologies, social media platforms, and emerging trends. By engaging in reverse mentoring, more experienced professionals can gain valuable insights into tools and strategies that will shape the future of their industries.

Gen Z also brings unique values and expectations. Typically this generation is known for being more socially and environmentally conscious³, and their perspectives very conscious of inclusivity and diversity⁴. Reverse mentoring promotes the exchange of ideas, fostering a workplace culture that values diversity and innovation – with having a voice something that is recognised as a defining desire of Gen Z, a reverse mentoring set-up creates a mutual benefit⁵. This not only benefits organisations in terms of staying ahead but also helps attract and retain talent from younger generations.

Reverse mentoring encourages open communication and breaks down barriers an perceived generational stereotypes between different age groups. This collaborative approach allows for the exchange of knowledge and experiences, creating a relationship where both mentors and mentees contribute to each other’s growth.

But how?

Some key things that need to be considered before launching^6,7:

1. Identify participants who are likely to be good potential partners, and who understand and are willing to agree to the basic premises of reverse mentoring
2. Set clear goals and outcomes from the very beginning; while it’s the mentee’s goals that are referenced in this context, consider also what is it that both parties are hoping to gain from the mentor-mentee relationship?
3. Contract effectively to create respect; ensure a reverse-mentoring pair think about how they speak with one another, how they listen to each other, and how they treat each other and the overall relationship
4. Be mindful of ‘role reversion’ where the mentee, often a senior leader, who is used to being ‘in charge’ unconsciously switches from mentee to mentor
5. Set the premise for accepting feedback, especially for senior leaders who can often find it tricky to receive feedback from those less experienced
6. Create accountability, whether this is via a third party checking in, or a particular software or system that enables a process and creates a way to measure progress visibly
7. Encourage the creation of trust, something much easier said than done but that can be helpfully thought about and facilitated with The Trust Equation
8. Confidentiality is key, and make this clear up-front to encourage the building of trust and confidence between the parties and in the process

In summary, reverse mentoring is now more important than ever as we navigate a world that is changing more and more rapidly. Engaging with Generation Z in this mentorship dynamic gives us a unique chance to learn from those who will shape the future. By embracing the insights, skills, and values of younger generations, organisations and individuals alike can create a culture of continual learning and adaptation. While you must take a little time to introduce such a concept in the right way, the results could be impactful across generations and for the business.

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1: Jordan, J. and Sorell, M. (2019). Why Reverse Mentoring Works and How to Do It Right. [online] Harvard Business Review. Available at: https://hbr.org/2019/10/why-reverse-mentoring-works-and-how-to-do-it-right.

2: http://www.togetherplatform.com. (n.d.). Reverse Mentoring: What It Is And Why it’s Critical To The Future Of Work | Together Mentoring Software. [online] Available at: https://www.togetherplatform.com/blog/reverse-mentoring-the-future-of-work.

3: Petro, G. (n.d.). Gen Z Is Emerging As The Sustainability Generation. [online] Forbes. Available at: https://www.forbes.com/sites/gregpetro/2021/04/30/gen-z-is-emerging-as-the-sustainability-generation/?sh=7542a1348699 [Accessed 13 Mar. 2024].

4: World Economic Forum. (2023). Gen Z Demands Diversity and Inclusion in the Workplace. [online] Available at: https://www.weforum.org/videos/1-in-2-gen-z-ers-won-t-work-in-a-place-without-diverse-leadership/#:~:text=As%20Gen%20Z.

5: Lee Nallalingham. (2023). Engaging Gen Z in the Workplace: Harnessing Employee Voice. [online] Available at: https://leenallalingham.com/2023/05/08/engaging-gen-z-in-the-workplace-harnessing-employee-voice/#:~:text=Gen%20Z%20individuals%20want%20workplaces [Accessed 13 Mar. 2024].

6: Anon, (2021). Reverse Mentoring: 10 Tips for Making It Work | MentorcliQ. [online] Available at: https://www.mentorcliq.com/blog/10-tips-for-making-reverse-mentoring-work.

7: http://www.mindtools.com. (n.d.). MindTools | Home. [online] Available at: https://www.mindtools.com/aznnj4n/reverse-mentoring.