We now have four generations in the workforce at the same time, each with their own preferences, habits and experiences. From our new-to-the-workforce Gen Z to nearing retirement baby boomers. While this may present some challenges, there is a huge opportunity to utilise intergenerational learning, and embrace different opinions, knowledge and experiences.

Creating a culture of continuous learning through peer-to-peer communication allows employees to fulfil their curiosities in a diverse and engaged manner. This can be a highly effective way to build relationships within the workforce and muster a sense of belonging for all workers regardless of age.

When we think of mentoring in the workplace, we usually think of the traditional style, where older employees share their wisdom and experience with those younger than them. While this way of learning is still hugely valuable, intergenerational learning and reverse mentoring, sees different generations teaching and learning from one another.

Reverse mentoring allows for individuals to share their expertise and utilise their strengths but equally receive help where needed, such as Gen-Z providing support on areas of technology and social media but gaining insight on the likes of corporate policies and industry knowledge that come from years of experience, leading to all workers feeling empowered and reducing the feeling of loneliness.

Additionally, this form of mentoring harbours a respected dynamic among organisations in various ways; allowing workers who usually may not be heard to have a voice, those in management roles to be aware of how workers feel and increased general transparency throughout.

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