An increased utilization of technology: Younger employees are more likely to become early adopters of new technologies and platforms. When reverse mentoring is taking place, these younger team members can help enormously during new tech vetting processes, transitions to new systems, and continuing education for existing systems. When harnessed correctly, their enthusiasm and adeptness for technology can make your entire organization more digitally savvy, putting you on the cutting edge of industry innovation and avoiding costly missed opportunities and new tech implementation missteps.

A better understanding of how to market to them: Younger generations speak a different language, use different mediums to connect, and view information in ways that are different from older generations. Outdated marketing approaches simply won’t connect. For organizations that market to wider audiences that may include younger generations, it’s vital to understand how to connect with them. Creating a reverse mentorship program will allow senior leaders to gain insight into marketing tactics and strategies that will engage with and capture younger audiences.

Stronger insight into how organizational policies are interpreted: Younger professionals can give feedback on how a business’ HR policies and procedures affect team members, providing a view into intended and unintended consequences. As workplace demographics change, it is important to revisit policies to ensure relevancy and efficacy and identify opportunities for growth and improvement. Younger generations tend to have different working styles and expectations than older generations. That difference carries with it challenges. When reverse mentoring is used, however, firm leaders can appreciate a new and different perspective that will help guide and improve future decisions.

A more diverse and inclusive workplace: Younger generations don’t tend to be attracted to organizations that have not embraced diversity, equity, and inclusion initiatives. That means if this is an area you’re ignoring, your likelihood of attracting top talent may diminish in the years to come. Younger employees, especially those in underrepresented groups, can provide critical feedback to firm leaders and help lead the conversations surrounding bias, diversity, and inclusion.

Better team building: When team members feel valued and included, they are much more likely to share ideas, provide insight, and discuss issues openly. This direct benefit of reverse mentorship can serve to make a team stronger and more deeply connected than ever before. A stronger team is a better firm and one that can only be created when generation gaps are closed.

Increased employee engagement and retention: Employee turnover is an organizational killer. It’s expensive and siphons vital firm resources. Reverse mentorship programs can help to increase employee retention. Younger generations are looking closely at their employer, and any negative perceptions can influence their decision about how long they stay with your firm.

An ability to train and empower your firm’s future leadership: Junior team members who participate in reverse mentoring will naturally gain leadership skills, confidence, and a broader understanding of the firm as a whole. This is critical for any person who one day may sit on your leadership team. Taking younger, less experienced talent and providing them with opportunities, visibility, voice, knowledge, and insight can have a wildly positive impact on your firm and its culture. Engaging younger generations earlier in their career will create better leaders for the future.

A more creative and innovative work environment: There are new ways to do things we’ve always done. Younger team members can provide fresh ideas and insight that can serve to reinvigorate an organization. Creating an environment that encourages open-mindedness, collaboration, and creativity can help to keep your firm as an industry frontrunner and trendsetter.