This informal CPD article, ‘Cross-Generational Mentoring: Breaking Traditional Hierarchies’, was provided by iAM Learning, who are transforming the way your workforce trains and retains, using high-end animation, lovable characters and captivating stories to make even the most serious subjects appealing and unforgettable.
It’s easy to assume that experience comes with age. In many businesses, mentoring has traditionally flowed in one direction – from older staff to younger recruits. But rarely is that model turned on its head, even though it could unlock value.
Cross-generational mentoring, especially when younger employees share their skills with senior colleagues, seems to be an effective way to boost learning, bridge skills gaps and break down outdated workplace hierarchies.
Why Younger Employees Can Make Great Mentors
One of the clearest benefits of this ‘reverse’ mentoring is digital upskilling. Many younger professionals, sometimes described as ‘digital natives’, have grown up with tech at their fingertips. They’re often more comfortable with new tools, platforms and online trends than their older peers.
By sharing this knowledge, they help the wider team stay relevant and responsive. For example, a junior marketing executive mentoring a senior manager on social media tools and strategies can boost confidence and bring fresh insight into engaging with their brand. It’s not about replacing traditional knowledge, but combining it with modern expertise.
Structuring a Cross-Generational Mentoring Programme
For this kind of mentoring to succeed, it’ll need structure and support. You can’t just pair people up and hope for the best. So, as a leader, what should you include in a programme like that for the best outcomes?
- Clear objectives: Outline what each side will likely achieve from the partnership.
- Regular check-ins: Schedule sessions often to help keep things on track.
- Training for both sides: Mentors and mentees may need guidance on how to listen, share and build trust across generational lines. Short eLearning courses on these topics may be an effective solution.
- Support from leadership: When you and other leaders get involved and show interest in this project, others tend to follow suit. You’ll show it’s nothing to fear and will likely get more volunteers for the program as a result.
A good structure, featuring the points above, will help this mentoring program feel purposeful, rather than performative.
Challenging Age-Based Stereotypes
There’s no denying that age-related assumptions still shape many workplace interactions. Younger staff are often seen as inexperienced, while older employees may be unfairly labelled as ‘out of touch’. Cross-generational mentoring is a powerful way to challenge those ideas.
Consider this: older employees may be just as up to date with modern tech as youngsters. This might depend on their passion and drive. Pairing them with another tech whizz may not be fruitful.
In the same vein, younger employees may already have leadership experience after becoming an accidental manager, or through hobbies or upbringing. It’s best to know each employee well before assuming they could do with being paired up.
When done well, cross-generational mentoring helps both parties to see each other differently—through the lens of shared knowledge and mutual respect. It also creates space for conversations that might not happen otherwise, potentially improving empathy and collaboration.
Practical Tools and Frameworks
If you’re ready to get started with cross-generational mentoring, you should consider using:
- Matching platforms that pair mentors and mentees based on interests and goals
- Feedback tools that allow both sides to reflect and adapt as they go
- Mentoring agreements which set expectations from the outset
- Surveys to monitor progress and identify any issues early on
These tools don’t need to be expensive or complicated, but they do need to be consistent.
Measuring Impact
A key part of any L&D initiative is understanding whether something is working. Cross-generational mentoring can be measured using pre- and post-programme assessments, for example, by changes in digital confidence and skills. You may also see improved internal communication, feedback from participants, and improved retention and engagement metrics. Over time, these programs can contribute to a more open, curious and collaborative work culture.
Cross-generational mentoring challenges the idea that knowledge only flows one way. With the right structure and support, partnering cross-generational team members can help break stereotypes, improve learning and strengthen that workplace culture.
We hope this article was helpful. For more information from iAM Learning, please visit their CPD Member Directory page. Alternatively, you can go to the CPD Industry Hubs for more articles, courses and events relevant to your Continuing Professional Development requirements.
