Intergenerational co-mentoring: A valuable tool for understanding, connection and collaboration

Workplace challenges from a multigenerational workforce

In today's diverse workplace, it is not uncommon to have four generations represented within an organisation: Boomers, Gen X, Millennials, and Gen Z. Research conducted by the Work Foundation (2024) found that 61% of employers agree there are significant differences in work culture preferences among employees from different generations. This generational diversity brings a wealth of perspectives, skills, and knowledge. However, it can also lead to a generation gap due to differing thoughts, actions, and beliefs. This gap is particularly evident in organisations with hybrid work models or few younger employees. This divide can create several workplace challenges:

• Stereotyping and bias: Misperceptions based on generational narratives (e.g."young adults are lazy" or "older people are technophobes") can foster an "us vs. them" culture, leading to tensions and a lack of team cohesion.
• Communication barriers: Different generations may have varying communication styles and preferences, which can result in misunderstandings or conflicts.
• Work-life balance expectations: Generational differences in priorities can lead to disparities in expectations and satisfaction regarding work-life balance.
• Stress and mental health: Younger generations are more likely to report needing time off due to poor mental health caused by workplace pressures and stress, while older generations report this less frequently.
• Employee retention: Low morale and disengagement can lead to high turnover rates, impacting organisational stability and success.

Setting up intergenerational workplace strategies

Professor Duffy at the Public Policy Institute believes “You don’t need a Gen Z workplace strategy; you need an intergenerational workplace strategy.”

The challenges of multi generations in the workplace are clear and therefore it is crucial for businesses to focus their strategies on bringing generations together and creating an inclusive workplace culture. Businesses are starting to try out different strategies to bring generations together from more open channels of communication, HR training, age inclusive policies to mentoring programmes. Mentoring has been a particularly successful way to help bridge generational gaps.

Currently, most mentoring programmes are based around traditional mentoring practices where a more experienced mentor imparts their knowledge on a less experienced mentee. Although successful, the dialogue tends to be one way and there can be power-imbalances in the relationship.

Co-mentoring as a tool for cross-generational understanding, connection and collaboration in the workplace

Co-mentoring on the other hand is a form of mentoring but it is based on a more two-way dialogue and non-hierarchical relationship. Hobson (2023) defines co-mentoring as ‘a collaborative, compassionate, and developmental relationship aimed at supporting participants' professional learning, development, effectiveness, and well-being’. This form of mentoring can be a powerful tool to address generational challenges by fostering cross-generational understanding, connection, and collaboration.

At Wild Purpose CIC, we have developed an intergenerational co-mentoring programme for the community and for businesses to use. We have identified the following key benefits of intergenerational co-mentoring in the workplace:

• Increased engagement and retention: Co-mentoring can boost employee engagement and retention rates, leading to cost savings for organisations. This comes from having stronger and connected relationships.
• Enhanced lifelong learning and skill development: It can accelerate the transfer of knowledge and skills, leading to faster upskilling and improved productivity.
• Reciprocal learning and growth: The reciprocal nature of co-mentoring ensures mutual learning and growth, providing a safe and supportive space for all participants.
• Improved workplace culture: Co-mentoring can foster a more inclusive and supportive work environment, promoting diversity and strengthening the organisation’s culture.

In conclusion, intergenerational co-mentoring is a valuable tool for bridging the generational gap in the workplace. By fostering understanding, connection, and collaboration, it helps create a more cohesive, productive, and supportive work environment and makes important steps in proactive inclusion in the workplace.

Alice Banfield is Co-founder at Wild Purpose CIC. If you’d like to find out more about running an intergenerational programme for your business, get in touch with Alice:  aliceb@wildpurpose.org.uk.

If you want to contribute to the Chamber blog, contact us on hannah@brightonchamber.co.uk