How Reverse Mentoring Builds Skills for All
Kaše, R., Saksida, T., & Mihelič, K. K. (2018). Skill development in reverse mentoring: Motivational processes of mentors and protégés. Human Resource Management, 58(1), 57–69. https://doi.org/10.1002/hrm.21981
Introduction
Kaše and colleagues (2019) investigated reverse mentoring—where younger employees mentor older colleagues—within a large digital skills initiative. With digital gaps widening, reverse mentoring offers organizations a structured way to develop both technical competence in older workers and leadership skills in younger mentors.
Methods
The study surveyed 457 younger mentors (average age 27.5) and 293 older learners (average age 64.7) who voluntarily participated in a week-long, nationwide program across 230 sites. Measures included intrinsic and extrinsic motivation, self-efficacy, positive affect, and perceived skill development. Data were analyzed with structural equation modeling to examine motivational processes.
Results
Findings revealed contrasting motivational pathways. Younger mentors’ skill growth was strongly linked to extrinsic motivation (e.g., career advancement), with intrinsic motivation boosting outcomes primarily when paired with positive affect. In contrast, older learners’ digital development was driven mostly by intrinsic motivation (e.g., curiosity, enjoyment), with extrinsic motivators playing only a minor role.
Discussion
The study demonstrates that reverse mentoring is not a one-size-fits-all process. Younger participants benefit when career incentives and positive emotional climates are emphasized, whereas older learners thrive in intrinsically rewarding, meaningful learning environments.
Implications for Mentoring Programs
Organizations designing mentoring initiatives should tailor supports to motivational profiles: offer recognition and career-related benefits for younger mentors, while ensuring learning activities for older employees are engaging, voluntary, and aligned with personal interests.
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