A second solution to the competency challenge in these generational issues is the question of mentoring. Older employees can mentor the younger, and younger employees can mentor the older employees. The latter is known as reverse mentoring or reverse apprenticeship. Xers and Nexters [Gen Y] value professional development and seek mentoring 

to learn the ropes. In their intuitive report entitled Engaging a Multi-Generational Workforce: Practical Advice for Government Managers, Susan Hannam and Bonni Yordi discuss several interesting trends. (This report can be found at: http://www.businessofgovernment.org/sites/default/files/Engaging%20a%20Multi-Generational%20Workforce.pdf

The authors had this to say about mentoring: “ One key to successful organizations today …(is)the successful technique… of increased mentoring of young employees and “ reverse mentoring” where young employees assist older workers to develop social media skills and assist them in better understanding the networking styles of the “ Millennial Generation”.(Hannam S, Yordi B, 2011, p5).

“As orgs prep for the coming generational shift, they need to take full advantage of the knowledge of their experienced workers...” (Hannam S, Yordi B, 2011, p7).

“Baby Boomers… can do their part to communicate to younger generations in a way that takes into consideration their different perspective”. ”. (Hannam S, Yordi B, 2011, p9)

 On Millenials they observe that “Never has a generation entered the workplace using technologies so far ahead of those adopted by their employer”. This can be a major advantage for a given organization or a problem, depend upon how it is handled.”(Hannam S, Yordi B, 2011, p8). “Millennials need mentoring on how to accept feedback. Many grew up without much exposure to criticism and need help in understanding the importance of feedback to their professional development” ”. (Hannam S, Yordi B, 2011, p18).

The authors go on to observe that “While older generations were typically sent to formal training classes outside of the workplace, younger workers increasingly expect that learning will take place within it. With 4 generations in workplace, different training approaches and venues are needed to address the different learning styles.” (Hannam S, Yordi B, 2011, p11). The authors conclude with the following advice on cross-generational and reverse mentoring: 
Cross-Generational Mentoring

All generations have strengths, and members of any given generation can productively mentor members of other generations. Boomers have a lot to offer younger workers, given their deep understanding of their organizations. Interestingly, Traditionalists and Millennials tend to particularly value teamwork. This could create synergies that would benefit the whole organization. Gen Xers, for their part, are good at finding opportunities and working independently. These skills could be helpful to Millennials and to Boomers who want to continue working. ”. (Hannam S, Yordi B, 2011, p19). The following video gives a short summary on generational mentoring:

                                      

Reverse Mentoring

Mentoring does not only have to mean older workers coaching their younger counterparts; younger employees have a lot to offer older workers, too. Specifically, Millennials’ cutting-edge technology skill set can help transform organizations—if the organization seeks their input. Organizations that don’t take advantage of this risk falling far behind. Managers should encourage Millennials to share their expertise with older workers. Millennials are naturally predisposed to helping others, and like to feel they are contributing and making a difference. “How well senior public servants attract, train, men­tor, and energize the best and the brightest of today’s rising generation may determine how effectively America governs itself over the next half-century”. (Hannam S, Yordi B, 2011, p20).I would highly recommend this Hannam and Yordi study to Public and HR administrators as a best practices template on how to engage the multi-generational
workforce.

The chart above gives a good synopsis of the Boomer/Millennial relationship over time.

This one was too good to pass!