The Benefits of Reverse Mentoring

In 2014, a study suggested that, by 2025, millennials—those born between 1980 and 1995—would comprise 75% of the global workforce.

Whilst the make-up of today’s workforce hasn’t quite panned out that way, the number of Gen Xers (born 1965–1980) remains relatively small, and baby boomers (born 1946–1964) continue to retire; as a result, millennials are poised to take over leadership roles in increasing numbers from this point forward.

The narrative surrounding leadership has often focused on the traditional approaches favoured by older generations, but millennials bring with them a fresh perspective (shaped by the digital age), cultural shifts, and a desire for purpose-driven work. Companies would do well to recognise the unique value this generation brings to leadership and the potential for reverse mentoring to accelerate organisational growth and resilience.

Firstly, let us explain what reverse mentoring is. Reverse mentoring is a modern approach to skills development in the workplace where younger or less experienced employees mentor older or more senior colleagues. Reverse mentoring can help:

• Bridge the generational gap
• Improve digital skills across all age groups
• Foster a more inclusive work environment
• Encourage innovation and fresh thinking

For example, a younger employee may show senior staff how to use collaborative tools such as Slack or Microsoft Teams, improving overall workplace communication and productivity. This approach not only helps older employees stay current, it also gives younger workers leadership experience and insight into higher-level business operations. Reverse mentoring recognises that everyone, regardless of age or position, has something valuable to teach and learn, creating a more dynamic and adaptable workforce.

One of the earliest adopters of reverse mentoring was Jack Welch, former CEO of General Electric. In 1999, he introduced a programme in which junior employees taught senior executives how to use the Internet. Fast-forward to today, and the concept is more relevant than ever, especially as many baby boomers and Gen Xers face challenges in navigating a digitally driven world.

Millennials are often misunderstood, with common stereotypes depicting them as entitled or overly reliant on technology. Yet, beneath these misconceptions lies a generation that is deeply invested in innovation, collaboration, and adaptability—qualities that are becoming increasingly crucial in today’s fast-evolving business landscape. Arguably, they may be better suited for modern leadership than their Gen X or baby boomer predecessors.

Let’s unpick this further and look deeper into the strengths millennials could bring to a leadership role.

Technological abilities

Millennials grew up with the internet, smartphones, and social media, making them digital natives. Their natural comfort with technology enables them to quickly adapt to new tools, leading companies through digital transformation more efficiently than older generations. According to a study by PwC, 85% of millennials globally report that digital and technology literacy is important for their career progression. This fluency in technology not only improves their productivity but also positions them to lead teams towards future-proofing their organisations in an increasingly tech-centric world.

A collaboration over hierarchy approach

Millennials tend to favour a collaborative leadership style over the top-down, hierarchical model traditionally championed by baby boomers and some Gen Xers. They are more inclined to see leadership as a service, where leaders are facilitators of growth rather than distant figures of authority. This aligns with the increasing emphasis on employee engagement and empowerment in modern workplaces. The 2020 Deloitte Global Millennial Survey found that 64% of millennials believe their leadership style is more inclusive and diverse, valuing input from a wider range of voices. This type of leadership fosters innovation and can result in higher employee satisfaction, leading to increased retention rates.

Purpose-driven

Unlike baby boomers, who may have focused on stability and financial growth, millennials prioritise purpose and values. Research by Gallup reveals that 87% of millennials consider developmental opportunities a key factor when choosing a job, and they’re more likely to stay with companies that align with their personal values. Millennials are particularly drawn to sustainability, diversity, and social impact—often seeing their roles in leadership as a means to enact positive change. Organisations led by millennials are more likely to adopt Corporate Social Responsibility (CSR) initiatives, which are increasingly important to consumers and investors alike.

It’s also important to note that a lack of purpose or belonging in the workplace can lead to feelings of isolation and disconnection. When team members don’t feel engaged or aligned with the company’s mission, it can result in workplace loneliness, which affects both mental well-being and productivity. For more insights into the impact of workplace loneliness and how to address it, see our Jigsaw Discovery factsheet on workplace loneliness.

Cultural fluency

Millennials are far more likely to champion diversity and inclusion than previous generations. A study by the Society for Human Resource Management found that 83% of millennials believe it’s important for companies to make diversity a priority. By mentoring senior leaders on the importance of inclusive leadership, millennials can help organisations cultivate more welcoming environments for diverse talent. This is crucial in a multicultural society, where companies with diverse leadership teams are 36% more likely to outperform their peers, according to McKinsey.

Championing flexible work

Millennials have led the way in relation to flexible working arrangements, whether through remote work, flexible hours, or the adoption of agile methodologies. Reverse mentoring programmes could give senior leaders insight into how younger employees thrive in more fluid work environments, helping them adjust leadership strategies to suit a more mobile and tech-savvy workforce.

On the flipside, however, whilst millennials will no doubt bring fresh views and skills, there may be other aspects of leadership that would prove a challenge.

Resilience

While millennials have clear advantages in terms of technological knowledge, collaboration, and purpose-driven work, they also face unique challenges. The fast-paced digital world they have grown up in can sometimes make long-term strategic thinking or resilience-building more difficult to cultivate. Leadership training that encourages strategic, long-term planning is essential for equipping them with the skills needed to guide organisations through sustained growth and unexpected challenges.

Emotional Intelligence and Soft Skills

Although millennials excel in technical areas, they often need support in developing emotional intelligence (EQ), resilience, and conflict resolution—skills that are vital for effective leadership.

Increased coaching

Millennials value feedback and mentorship more than previous generations, to help them navigate the complex challenges of leadership. In conjunction with reverse mentoring, coaching from seasoned leaders could provide a two-way street for growth and learning, enhancing the leadership capabilities of mentors and mentees.

Disclaimer: We have been quite generic in this article. In every generation, there will be many people who don’t conform to stereotypes. That said, much of an age group’s approach and experience is influenced by the world around them; therefore, some aspects we’ve highlighted are likely to be relevant.

Mentoring shouldn’t be seen as a one-way street. More people over retirement age are working than ever, and they may find themselves the ‘learners’ in some aspects of their role. To fully realise the potential of millennial leaders, however, companies must invest in comprehensive leadership training that addresses both their strengths and areas for growth. As a way of helping increase workplace connectedness, the Jigsaw Discovery Learning Experiences help employees to discover their sense of purpose and build workplace connections and relationships.