Once you determine that a reverse mentoring program is right for you, it’s time for implementation. But how, exactly, should you go about implementing a program? Here are some basic steps that any organization can follow, many put forward by Gubbi, Hubbard, and Smith.
1. Get buy-in
As we mentioned above, senior leaders could be skeptical and hesitant at first hearing about a reverse mentoring program. Similarly, less experienced employees may feel intimidated by the prospect of mentoring their superiors or may feel that there is little value they will be able to offer. The first step in implementing a successful reverse mentoring program is getting buy-in from key staff on both ends of the relationship.
2. Have clear expectations
The more specific you can be with your anticipated outcomes of a reverse mentoring program, the better. This doesn’t mean that you won’t experience unintended or unexpected benefits; but, having clear expectations will help focus the program and lend itself to measurable outcomes down the road.
3. Set guidelines
Having guidelines for the program is also important in this role reversal. It’s important to ensure both sides are respectful of their roles within the organization as well as within the mentor relationship. Both sides should understand the commitments they’re making and set up a process and schedule for mentoring sessions.
4. Start off small
Reverse mentoring programs are often iterative processes. When you first start, you will find that some elements of your initial plan work well, while others need to be improved or even scrapped. By starting out small, you can be nimbler in your implementation as well as avoid the impression of a failed program in the event significant changes need to be made in a large-scale program. The best employees to start your pilot program with are those who have shown the most buy-in.
5. Measure results
You should have metrics planned to track the success or failure of your program. It could be increased proficiency with social media or technology or completion of a certain number of or a specific project. The important thing is to set clear metrics and track results to help improve the program down the road.
6. Advertise success stories
Finally, as you plan to expand your program to more people in the organization, advertise your success stories. Maybe a vice president has become an expert at social media marketing or maybe a relatively new employee was given a big promotion. The key is to tie the success to the program to gain interest and eager participants from others in the organization.
Reverse mentoring is a unique twist on a traditional form of employee development. Its growing popularity among major corporations is a sign that companies across the country are finding real benefit with it. So, give it a shot in your own company and see if you realize the same benefits as companies like UnitedHealth Group, Target, and Facebook.