Workforce mentorships can be a key contributor to skill development and career growth. Often, when we think of these mentorships, we think of senior executives or leadership sharing their wisdom and tools of the trade with new employees.
Yet, as workplace culture continues to shift and evolve, many of today’s less-tenured professionals may find themselves in situations where they are called upon to mentor their bosses at work.
These reverse mentorships, or scenarios where less-tenured professionals guide senior executives, are a major trend in the advertising world as marketers seek new and authentic ways to engage Gen Z and Gen Alpha.
Historically, a mentor is an individual who acts as an advisor or coach for a less experienced mentee. How did the roles get reversed in this trend, and what are the potential pros and cons of reverse mentorships? Let’s dive into exactly how a reverse mentorship might work, how it may be applied today, and how to benefit the most from it.
Junior Employees May Hold the Key to Implementing New Methods of B2C Engagement
Reverse mentoring gives junior employees a chance to teach leadership or higher-level employees about various topics of strategic and cultural relevance.
Essentially, reverse mentoring helps fill “gaps” in the knowledge that executives may not always gain through traditional work experience. It can also help attract and retain new talent as businesses continue to seek ways to stay relevant across generations.
This is why many companies that attract younger demographics may come to rely more and more on the expertise provided by junior employees. They may be best poised to help leadership avoid campaigns that are out of tune with different generations.
That being said, Teddy Looi, program manager of career development at Indeed, wants to clarify that reverse mentorships rely heavily on the sharing of practical knowledge and do not necessarily depend on the age or generational differences between mentees and mentors.
“In my opinion, reverse mentorships are not inherently tied to age but rather to experience expertise or perspective,” Looi said. “While the concept often involves younger employees mentoring older colleagues, the key defining characteristic is that the mentor is in a less senior position than the mentee.”
Reverse Mentorships Can Help Senior Leaders Connect with New Employees
While there may be a multitude of benefits associated with reverse mentorships, there are three that particularly stand out.
- Driving Innovation
Through social-savvy junior employees, business executives might be taught digital strategies and social media techniques that may not have been a part of their prior work experience or education. This includes how to create impactful social campaigns, engage with different users, and assemble social followings.
“Newer employees bring fresh perspectives and insights into emerging trends, modern practices or untapped opportunities, which can help senior leaders innovate and make informed strategic decisions,” said Looi.
- Enhancing Diversity and Inclusion
Global firms are applying reverse-mentoring programs to promote company-wide understanding of issues that affect LGBTQ+ and ethnic minority groups. These efforts help drive diversity and inclusion and may also help prevent potentially culturally insensitive campaigns that could harm a business.
“Reverse mentorships can help senior leaders understand diverse experiences and perspectives, enabling them to create and shape policies that are more inclusive,” said Looi. “By leveraging these programs, organizations can drive innovation and inclusivity, and ensure they remain competitive in an ever-changing landscape.”
- Building a Continuous Learning Culture
Though it may not have a formal initiative tied to reverse mentoring, Indeed has a fully implemented mentorship program called Mentor Connect, which can sometimes result in reverse mentorships. Aligned with Indeed’s journey towards skill-based hiring, Mentor Connect disregards corporate levels and seniority by organizing mentorship opportunities primarily based on available skills.
“Reverse mentorships often challenge traditional notions of hierarchy, requiring substantial advocacy and business buy-in for widespread adoption,” said Looi.
“Employees are welcome to pursue reverse mentorships through Mentor Connect, our mentorship program, though it is primarily skills-focused rather than level-focused. By that I mean, mentors and mentees pair up based on the skills they want to coach and develop—hierarchy isn’t really a factor, but if someone wants to look for a mentor/mentee at a specific level, they’re able to do so.”
Looi added that reverse mentorships may also give new talent the opportunity to participate in key decision-making processes and potentially gain recognition from upper management.
Reverse Mentorship Programs May Fail If Not Prioritized
Reverse mentorships might have numerous benefits for organizations, but that’s not to say that potential issues may not arise. A mentor and mentee could be paired up based on their shared goals, location, or department, but that doesn’t always guarantee the relationship will be the right match.
For example, executives may not be open to being mentored by junior employees. On the other hand, junior employees may not have the confidence to advise executives effectively.
Additionally, Harvard Business Review claims that many reverse-mentoring programs fail because executives don’t prioritize them. This includes canceling meetings and training sessions, which eventually causes a reverse mentorship relationship to fizzle out. In fact, according to HBR research, only one-third of mentor-mentee relationships actually succeed without the right training.
“Programs should establish clear roles and guidelines for the relationship and set clear expectations for leaders to actively participate. Leadership support is essential; when leaders champion the program, it reinforces its importance and helps integrate it into the organization’s priorities,” said Looi.
“Mentor Connect is designed to provide structure and support for successful mentorships by equipping both mentors and mentees with comprehensive resources. These include detailed learning pathways tailored for mentees and mentors, discussion templates to facilitate productive conversations, curated resources for deeper learning, and action planning guides to help set and achieve goals. These tools ensure that participants are well-prepared and have a clear roadmap to navigate their mentorship journey effectively.”
