WHILE all businesses have different ambitions, there is one common trait that unites them; the desire to continuously improve. Improvements can be achieved in many different ways, such as technological advances, increasing the skills of your workforce, or employing more efficient processes. Reverse mentoring is a concept that seeks to achieve all of these aims, bringing different generations of employees together to share their experiences and ideas.
Reverse mentoring is a scheme whereby more experienced employees seek the advice of others in an effort to learn new technological skills or theoretical practices. Mentors are paired up (one experienced employee and one more technologically-savvy employee/student studying in that particular field of work) to discuss their roles and the new technology or methods which could assist in the performance of the role. Whilst the concept of reverse mentoring suggests that it is younger employees teaching ‘older’ employees, the age of the persons involved is irrelevant; it is only their knowledge of new technology and processes that is the relevant factor. Further, every employee within an organisation, regardless of their age or experience, will have a unique skills set and attributes from which others can learn.
Pairing up an experienced employee with a junior member of staff not only helps to improve the digital and technological knowledge of existing employees, but it gives younger employees a greater sense of worth within the business and the benefit of an employee’s experience of the industry. It can help to prompt thoughts about new, more efficient ways of doing things and also provides an understanding of what is important to younger workers.
For a reverse mentoring process to be beneficial to all parties, the following factors must be evident:
– Establish clear expectations – the business needs to set the expectations of each member. What does each participant want to get out of this?
– Allow time – employees must be given a sufficient opportunity to meet, to share and discuss ideas.
– Agree to participate – each party must be fully committed and agree to attend the scheduled meetings and be willing to put the discussions into practice. Whilst more experienced employees may be hesitant to learn from a ‘wet behind the ears’ employee, the benefits of discussing ideas should be made clear to both parties.
– Have an open mind – each party should be willing to try new ways of working and thinking. Both parties must be genuinely willing to listen, learn from and share knowledge with the other. The evolution of technology in the workplace should be seen as an opportunity, not a threat.
As an employment solicitor, I have witnessed many employees who have become unable to keep up with technological advances and who, despite being experienced and good at their role, have been dismissed because technology has dictated changes in the way in which the role is performed. Reverse mentoring would allow the skills set and experience of those employees to remain within the business by teaching them the benefits and use of the new technology before it is too late, whilst also bringing through the new generation of employees.
Ben Stanton is the Employment Partner at Franklins Solicitors LLP. If you need assistance with any employment issues, email or call on 01908 660966.
