What is reverse mentoring?
A recent article published in La Presse offers some insights on the subject. Reverse mentoring is an organizational practice that allows younger and less experienced colleagues to mentor their older peers. This new approach seems to be gaining popularity in Quebec. It is worth recalling that Jack Welch, then Chairman of General Electric, established this practice in 1999 by asking his 500 executives to be mentored by younger employees who were more skilled in digital transformation. "We are seeing it more and more," says Marie-Ève Roberge, President of Mentorat Québec. "And I think human resources have more information and documentation on this topic," she mentioned to journalist Maude Goyer. The initiative is highly relevant in that it provides senior employees with the opportunity to "stay up to date" and continue developing their skills. For example, learning how to create a meme on social media, use a GIF, or appropriately use TikTok. All topics are welcome!
What does it involve, concretely?
It is important to understand that the mentor is neither a coach, nor a sponsor, nor a boss. In other words, there are no hierarchical links between the young mentor and the experienced mentee, in order to avoid any confusion in roles and to foster freedom of expression between the two colleagues. The fundamental difference in this case is that the mentee is more experienced than their mentor. Thus, mentoring meetings should be organized within the workplace, and time must be allocated for these meetings to take place.
According to Matt Starcevich, creating a good reverse mentoring program requires proper planning. It is essential to create a structured program so that participants are not overburdened with work and prone to neglecting training sessions. Finally, both the mentor and the learner should receive training. "It is important for the mentor to recognize what is important and to be patient; the learner should set aside their ego," points out Jerry Wind. Reverse mentoring is an excellent concept, but it does require some effort. The mentee must feel completely at ease to share their difficulties or the skills they wish to improve, without fear that their confidences will resonate within the company. In reverse mentoring, young mentors feel valued and included, and they quickly develop a sense of belonging.
Reverse mentoring in practice
A junior employee in the human resources department periodically meets with a manager with over 15 years of experience to discuss new recruitment trends. For example, discussing how the TikTok platform can be used to attract Generation Z, or the strategies to employ to attract potential candidates on LinkedIn. Agendrix has highlighted positive aspects of reverse mentoring:
- Providing a new perspective to more experienced employees;
- Increasing the retention rate of less experienced employees;
- Enhancing the sharing of digital knowledge;
- Building a strong corporate culture;
- Strengthening ties between employees;
- Promoting diversity in the workplace;
- Valuing the knowledge and opinions of junior employees;
- Developing the knowledge and skills of employees;
- Increasing employee engagement.
In conclusion: Where to start?
Reverse mentoring is increasingly discussed, and its positive impacts are very real. Of course, an employer who implements this new practice may encounter apprehensions from senior employees (everyone is somewhat apprehensive about change!), but gradually everyone will see the benefits. It is also important to remember that resistance may be felt from the junior employee who might feel uncomfortable "mentoring" a senior. The situation can quickly become awkward or stressful if the preparation has not been sufficient beforehand. It’s necessary to allow some time for team chemistry to settle in, ensuring that the boundaries are understood and respected by both the mentor and the mentee.
In a reverse mentoring relationship, a less experienced (and generally younger) person serves as a mentor to a more experienced individual. This relationship allows the mentee to gain a fresh perspective on a given situation and offers tools they may not have previously considered.
Reverse mentoring benefits both mentors and mentees, helping to bridge the generational gap and improve communication within teams. Reverse mentoring is an excellent learning tool, especially when it comes to digital transformation, technological trends, or corporate culture.
To go further:
Mentoring: how to leverage it to manage talent in your organization
