Reverse Mentoring

With just over 20 years of age, being a mentor for a senior executive is a unique experience that four young employees had in 2024 as part of the pilot project for Reverse Mentoring. Due to its success, Reverse Mentoring will be incorporated as a permanent element in the ERGO Mentoring programmes.

The Reverse Mentoring concept turns the traditional mentoring process on its head: younger employees from Generation Z (born between 1997 and 2012) take on the role of mentors for experienced leaders. The aim is to broaden the knowledge of the older generation to meet the demands of a rapidly changing work environment. The older and more experienced leaders benefit from the fresh perspectives and technological affinity of the younger generation.

Reverse Mentoring Promotes Cultural Change

Anja-Christina Schwenck from the Organisational Development at ERGO is responsible for the programme: “Reverse Mentoring promotes cultural change within the company with the goal of embedding digital know-how and a new mindset in the organisation. It is about mutual exchange and understanding the life experiences of different generations.”

The first four mentoring pairs were: Theo Kokkalas and Julia Quell, Astrid Whyte and Sophia Gerstl, Constantin Svoboda and Lara Stolle, as well as Markus Bernhard and Marco Gibbins. For several months, the pairs engaged in regular exchanges. Mentor Julia Quell noted: “I was genuinely surprised to see how similar our perspectives were, from work-related insights to life values. In every conversation, we had much to share: knowledge, expertise on specific topics, and experiences that have shaped us.”

Mentor Sophia Gerstl added: “During the mentoring sessions with Astrid Whyte, I realised that she is genuinely interested in how Generation Z thinks, in order to respond effectively to this new generation of colleagues.”

More than an equal exchange

Constantin Svoboda, board member at LEGIAL AG, felt comfortable in the role of mentee: “This dialogue was not only exciting but also a genuine enrichment – both professionally and personally. One of the most surprising insights for me was the difference in how I perceive this generation: as a father, I experience Generation Z in a private, family context. However, seeing them in a work environment as colleagues is a completely different experience. Their values, expectations, and working styles impressed and challenged me in many ways. I was particularly inspired by the openness and clarity with which they communicate. It is not just about the desire for feedback, but about a real exchange on equal terms, based on trust and mutual respect.”

Lara Stolle was the mentor for Constantin Svoboda: “Working with my mentee was an enriching experience and a great exchange on equal terms at every moment. It was exciting to share my perspectives and experiences while gaining insights into the viewpoint of another generation. For me, a key takeaway remains: Reverse Mentoring is far more than just an exchange – it is a powerful tool to promote diversity of perspectives and learn from one another.”

Markus Bernhard, a board member at Ergo Beratung und Vertrieb AG, also reflects positively on the experience: “Participating in Reverse Mentoring as a mentee was characterised by open, constructive, and engaging dialogue. The exchange with the young talents – especially with Marco – not only opened up new perspectives for me but also created real added value for my work, which directly translated into practical outcomes. I enjoyed learning and growing in this dynamic environment – a truly wonderful experience!”

Julia Quell’s conclusion: “Reverse Mentoring has taught me that the most meaningful exchanges occur when we step outside conventional roles and open ourselves up to new perspectives.”

Text: Kristina Tewes