For the first time, organizations have access to a workforce that spans five generations, with baby boomers working alongside Gen Z.
While this may pose some challenges, there is a great opportunity to benefit from intergenerational learning, embracing different views, knowledge and experiences.
Traditionally, mentoring and learning have been viewed as a relationship between older generations, sharing their wisdom and experience with younger ones. While this way of learning is still incredibly valuable, intergenerational learning, or reverse mentoring, sees different generations teaching and learning from each other. Understanding and supporting the idea that each generation can offer different skills, experiences and lessons is a vital step in creating a strong workforce and closing skills and knowledge gaps. For my own company and those we work with, supporting a multigenerational workforce and encouraging learning from within has become a well-deserved priority.
Fostering a culture of continuous learning can help build and maintain an empowered workforce. Those who spend time learning on the job are found to be 39% more likely to feel productive and successful and 23% more prepared. take on additional responsibilitiesI have seen firsthand how intergenerational learning allows employees to explore their curiosity in a diverse and engaging way. Instead of relying on search engines for answers, having the means to learn easily through peer-to-peer communication creates a workforce that is more eager to engage, whether they are teaching or learning.
There are many other benefits to encouraging intergenerational learning aside from bridging knowledge gaps. Bringing different generations together and collaborating is an incredibly effective way to encourage strong relationships between age groups and reduce silos in the workforce. It can be a very effective way to create a workforce with a strong sense of belonging and reduce loneliness in the workplace. Providing opportunities for different generations to contribute their knowledge and lead where they are able, but also to advance in areas they are less familiar with, can also support a strong sense of purpose.
As a true advocate of mentoring, I see great value in reverse mentoring in particular, which reverses the traditional learning and mentoring system. Younger, often less experienced employees take on the role of mentor to more experienced team members, sharing fresh perspectives, technological know-how, and contemporary insights. This can give those who might not normally have a “voice” the opportunity to interact with and learn from business leaders, managers, and C-Suite members.
Leveraging this coaching technique can help everyone across an organization grow and develop, while providing individual empowerment and the opportunity to develop soft skills such as communication. Reverse coaching can also help foster transparency across an organization, encouraging people at all levels to talk about areas they want to improve.
a Recent study He confirmed that 93% of organizations are concerned about employee retention and providing learning opportunities is currently the number one way companies are working to improve this. Reverse mentoring and intergenerational learning is a highly effective way to foster development and growth for all, and one that I hope more organizations around the world will implement.
No matter how companies choose to build a learning culture, it is critical to choose a culture that ensures all workers across different generations are engaged and feel supported, to reap the benefits of building a multigenerational workforce.