Reversed Mentoring

Kwoh, Leslie. "Reverse Mentoring Cracks Workplace." Wall Street Journal [New York] 28 Nov 2011, n. pag. Web. 7 Dec. 2011.

The word ‘mentor’ usually is thought of to be an older person with a lot more work experience in a certain field that is training or teaching someone younger and less experienced. Recently companies have started reverse mentoring which is the exact opposite from what it commonly taught of mentoring. Older executives and top level positions are being paired up with younger employees within their company to learn how to use new technology and other tasks that the older executives might not have as much experience in. When Jack Welch was the chief executive of General Electric Co. he commanded 500 top level executives to find a person below them to learn how to use the internet. This was a fairly new experience for many people but it turned out to be very effective. The idea of reversed mentoring is to have newer employees mentor the older employees on things like technology but companies have also found that there are more benefits that come along with the reversed mentoring programs; turnover rate among younger employees has lowered. Companies believe that the sense of importance in the company makes newer employees stay longer. Without the reversed mentoring program many new employees feel unimportant and small.

Lois Zachary, president of Leadership Development Services LLC, says that reversed mentoring programs “… [Help] younger people get comfortable in a company. It promotes loyalty, it generates trusts.” When someone is trusted in an organization they are willing to work a bit harder and they feel they have an opportunity to grow within the company. I can think of many times when I have felt unheard at work and it is really upsetting. But, when I am heard and my ideas are taken serious I know I want to keep working there because I have a voice.

These programs benefit both mentees and the much younger mentors. The mentors are able to learn about management and what it is like to be top level executive. Many times the mentors even give the mentee advice on management. Companies that do not have something like this in place usually ignore new ideas from younger employees that do not have much experience to back themselves up. A lot of great ideas are thrown away like this every day. Mentees learn many new things such as using the internet, posting things on tweeter, and what is “hip” in pop culture. This is especially important in industries that these new technologies are important like advertising and technology.

I truly believe that these programs are important for organizations with a wide range of positions. This program can not only teach everyone something that they are lacking but can also build a friendlier workplace. Companies that are big and most people don’t know each other can be intimidating, especially for new employees. These programs give new employees a chance to meet new people in the company and show what they have to offer. Andrew Graff, CEO of Allen & Gerritsen, says “There’s an assumption that if you’re senior, you have a lot to teach, and if you’re junior, you have a lot to learn, and I’m saying let’s challenge the status quo.”