The Benefits of Cross-Generational Mentoring

February 01, 2018
 photo iStock_89275201_LARGE_zpswkxnp0zy.jpgCross-generational mentoring is defined as pairing a person from one generation with a person from a different generation with the goal of mutual learning and growth. By creating a mentoring relationship where both younger and older generations share experiences, skills and new ways of working, employers will be able to create a bridge to eliminate both the generational and skill gaps that exist. 

When looking to implement a mentoring program that focuses on cross-generational mentoring, it’s important to understand the benefits for the participating individuals and the organization

Knowledge transfer and stronger succession pipeline
Baby Boomers are retiring and will most likely be gone from the workforce by 2029. That means they only have 11 years left to share all the knowledge and prepare future generations to take over leadership positions within the organization. Mentoring gives them the opportunity to make this happen.

Increased Employee Engagement and Boost Productivity
Studies show that employees are retained longer, work harder, and produce better quality work when they feel content in the workplace and employees who’ve been mentored express greater workplace contentment. When employees are more engaged, the produce better quality work.

Increased Retention Rates
77% of companies with mentoring programs say they improve employee retention and job performance and 81% of millennials with mentors report they’re happy with them, and they’re twice as likely to stay with a company for more than 5 years. The stats show just how important this benefit it for organizations.

We asked our Digital Marketing Specialist, Katie Mouton, to discuss how she thinks these benefits affect her generation, the millennials. Katie said, “Speaking for millennials, I think that these benefits really touch on what we are looking for from the organizations that we are a part of. For so many of us, we are seen as job-hoppers and if you look at my resume you would probably say the same thing about me. I’ve had 3 jobs in the past 4 years and the reason I chose to leave those positions speaks directly to the benefits here. I didn’t feel engaged, I wasn’t in a relationship that helped me to gain knowledge, and I didn’t feel like the organization cared if I stayed or left. Being in a position where I felt like I couldn’t continue to grow and develop my career is really what pushed me to look for new opportunities with other organizations. I sincerely believe that if there would have been this type of mentoring program available for me, that I would have stayed with those organizations for more than a year.”

If you are interested in implementing a mentoring program for your organization, please contact us today. 

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