By Teresia Mburu

Generation Z, often referred to as Gen Z, is the demographic cohort succeeding Millennials and preceding Generation Alpha. While there isn’t a universally agreed-upon range of birth years for Gen Z, they are typically defined as individuals born roughly between the mid-1990s to the early 2010s. Gen Z is known for being the first digital-native generation, having grown up in a world where smartphones, social media, and instant access to information are the norm. They are Digital Natives highly adept at using technology for communication, entertainment, and learning. They value authenticity and are drawn to platforms like Instagram, Snapchat, and TikTok.They are socially conscious and embrace diversity and inclusivity. Their work culture is characterized by job hoping They prioritize work-life balance and seek opportunities for remote work, flexible hours, and autonomy in how they manage their time. Organizations that offer rigid, inflexible work environments may struggle to retain Gen Z talent.

Reversal mentorship is a scenario where seasoned professionals learn from younger, often more tech-savvy individuals, unlike traditional mentorship where knowledge flows from experienced mentors to eager mentees. In the era of rapid technological advancement and evolving workplace dynamics, there’s a growing recognition of the value of reversal mentorship which is a path to mutual growth and innovation for cross-generational employees. Reversal mentorship embraces a horizontal exchange of expertise, insights, and perspectives, regardless of age or seniority. In reversal mentorship, both parties are viewed as learners and teachers, creating a dynamic environment for mutual growth and innovation. This is a fertile ground for retaining Gen Zs at the workplace 

Merits of reversal mentorship that can aid in retaining Gen Zs at the workplace

1. Cross-Generational Collaboration: Reversal mentorship bridges the generation gap by fostering collaboration between individuals of different age groups. It allows younger employees to benefit from the wisdom and experience of older professionals while providing seasoned professionals with fresh perspectives and insights from the younger generation and therefore cultivating a healthy workplace conducive for all generations. This helps to retain the Gen Zs at the workplace 
2. Cultural Integration and Diversity: Reversal mentorship promotes cultural integration and diversity within organizations by fostering relationships between individuals of different backgrounds, experiences, and perspectives. This creates a more inclusive and dynamic work environment where diverse ideas and viewpoints are valued and respected. By understanding and accommodating the unique preferences and priorities of Gen Z, organizations can attract and retain top talent from Gen Zs.
3. Skill Development and Innovation: Reversal mentorship encourages the exchange of skills and knowledge across diverse backgrounds and experiences, leading to innovation and creative problem-solving. Younger mentees often bring advanced technological skills and innovative ideas, while older mentors offer valuable experience and wisdom, creating a fertile ground for innovation. Gen Zs have a keen eye on innovation which motivates them to enhance their retention at the workplace.
4. Career Advancement: Reversal mentorship provides opportunities for both mentors and mentees to advance their careers. Mentors gain satisfaction from sharing their knowledge and expertise, while mentees receive guidance, support, and opportunities for requisite skills for career advancement.Gen Zs are motivated by career advancement and therefore this may enhance their retention at the workplace.

While reversal mentorship offers numerous benefits, it also presents certain challenges that organizations need to address:

1. Ego and Resistance to Change: Some seasoned professionals may feel threatened by the idea of learning from younger individuals, leading to ego clashes and resistance to change. Overcoming these barriers requires a culture of humility, openness, and a willingness to embrace new perspectives.
2. Communication and Understanding: Generational differences in communication styles, values, and work habits can create misunderstandings and communication barriers in reversal mentorship relationships. Building empathy, active listening, and fostering open dialogue are essential for overcoming these challenges.
3. Structural Barriers: Organizational structures and policies may not always support reversal mentorship initiatives, making it difficult to implement and sustain such programs. Addressing structural barriers requires leadership commitment, resource allocation, and a willingness to adapt existing systems to accommodate reversal mentorship.

Strategies for Implementing Reversal Mentorship

1. Promote a Culture of Learning: Foster a culture that values continuous learning, curiosity, and knowledge-sharing at all levels of the organization. Encourage employees to embrace reversal mentorship as a means of personal and professional development.
2. Provide Training and Support: Offer training programs and resources to equip mentors and mentees with the necessary skills and knowledge to engage effectively in reversal mentorship relationships. Provide ongoing support and guidance to ensure the success of these initiatives.
3. Facilitate Cross-Generational Interactions: Create opportunities for cross-generational interactions, such as mentorship programs, team projects, and networking events. Encourage employees to collaborate across age groups and share their expertise and insights.
4. Lead by Example: Leadership plays a crucial role in promoting reversal mentorship within an organization. Senior leaders should lead by example, actively participating in mentorship relationships and demonstrating a commitment to lifelong learning and development.

In conclusion, Reversal mentorship represents a paradigm shift in how we approach learning and development in the modern workplace. By embracing the principles of reciprocity, collaboration, and continuous learning, organizations can harness the full potential of their diverse workforce and drive innovation and growth. As we navigate the complexities of an ever-changing business landscape, reversal mentorship offers a roadmap for fostering a culture of mutual respect, understanding, and excellence. By embracing reversal mentorship organizations can retain top talents and Gen Zs at the workplace.

Teresia Waithera Mburu is the Principal Human Resource Manager at the State Department for Energy. You can reach her through Tel No: 0711374679 Email: trishhresources@gmail.com