Modern reverse mentoring goes far beyond just sharing knowledge about technology. Today’s programs focus on how senior executives thinks about strategic issues, leadership and the mindset with which they approach does, in fact increase retention and the sharing of digital skills. It also drives cultural range and promotes diversity. Finding the match is crucial. Lot of companies struggle with how to retain millennial. How to stay relevant to younger consumers. Response to these challenges around the world started implementing program pairing younger employee to executive team members to mentor them in various topics. Both mentor and mentee need to be committed.
It’s safe to say that companies who fail to invest in the area of developing young employees are likely to lose them. Millennials are frequently looking for purpose in their work, so allowing them to explore that space while they move through their career will increase their enjoyment with their job.
Before you start matching senior leaders with promising entry-level associates in your organization, know that mentoring doesn’t look the same as it has traditionally. Have millennials ever taken a traditional approach to things.
As young adults continue to evolve the workplace, there’s been an emergence of a few different types of mentoring: co-mentoring or reverse mentoring, micro mentoring, and group mentoring.
The benefit of group mentoring is alignment of skills. Mentees are able to align with mentors who excel in the area they’re looking to improve. For example, a new millennial working mother won’t benefit from having a single male mentor as much as she would an older experienced working mother who has been through similar life events.
Along the same lines, a mentees may actually seek out a mentor that is the same age as themselves, but has specific focus on a particular area such as technology, social media, or Excel skills.
There are a number of different reasons why someone may choose to use one or all of the different types of mentoring. All have their strengths and weaknesses, but knowing that there need not be a one-size-fits-all approach to mentoring can free up young professionals to pursue growth.
The evolution of the traditional mentor model benefits all generations, in all industries. Companies should look for opportunities to take advantage of the many ways to grow individuals, from top to bottom.