Reverse Mentoring and Knowledge Transfer Reverse Mentoring and Knowledge Transfer
How to move know-how between generations and experts, from research.
What this presentation covers
What this presentation covers
What this presentation covers
What reverse mentoring is
The junior colleague is the mentor
A younger, junior employee shares expertise with an older, senior colleague.
- Mentor a younger, junior colleague
- Mentee an older, senior colleague
What each side gains
Both sides come away with something
Mentees get current know-how and a younger view; mentors practice leading.
- Current know-how for the mentee
- A younger view for the mentee
- Leadership practice for the mentor
- Ties across ages for the organization
An older workforce
More people now work past 55
EU employment at ages 55 to 64 rose from 43.2% in 2009 to 66.4% in 2025.
- 2009 43.2%43.2%
- 2015 51.4%51.4%
- 2020 59.0%59.0%
- 2025 66.4%66.4%
Two generations at work
Use it to keep both generations engaged
Researchers propose it as an exchange that keeps older staff engaged and younger staff committed.
Why know-how gets stuck
Knowledge, not motivation, is the barrier
In 122 transfers of best practice, the main barriers were about knowledge, not will.
Three barriers to transfer
Design around the three barriers
Build the learner’s base, explain why a step works, and pair people who get on.
- The learner lacks a base start from what they know
- No one can say why it works explain the reason, not only the step
- A hard relationship match people who get on
What makes it work
Engagement and support decide the result
In five pairs from five Polish firms, results hung on engagement and organizational support.
- A development plan for each person
- Careful choice of pairs
- Both sides prepared before they meet
- Senior leaders who take part
- A culture open to working together
Ground rules for pairs
Agree topics and rules first
Settle topics, privacy and rhythm before the first session, so rank stays at the door.
- Topics from the mentee’s own list
- Privacy what stays between the two
- Rhythm every two to four weeks
- Equal voice the mentor leads the session
Keeping what pairs learn
Write down what each pair learns
A short note after each session keeps the know-how when people move on.
- Session one topic
- One-page note what, how and why
- Shared library searchable by topic
- The next team starts from the note
Sources
The research behind this presentation
- Murphy, W. M. (2012) Reverse mentoring at work: Fostering cross-generational learning and developing millennial leaders Human Resource Management, 51(4), 549-573
- Chaudhuri, S. & Ghosh, R. (2012) Reverse mentoring: A social exchange tool for keeping the boomers engaged and millennials committed Human Resource Development Review, 11(1), 55-76
- Gadomska-Lila, K. (2020) Effectiveness of reverse mentoring in creating intergenerational relationships Journal of Organizational Change Management, 33(7), 1313-1328
- Szulanski, G. (1996) Exploring internal stickiness: Impediments to the transfer of best practice within the firm Strategic Management Journal, 17(S2), 27-43
- Eurostat (2026) Employment and activity by sex and age, annual data (lfsi_emp_a) Eurostat, European Commission
Pick one topic per pair
Prepare both sides, then write down what passed between them.