At Utility People, we spend a lot of time looking at how the energy and utilities workforce is changing — and one of the most interesting shifts we’re seeing in 2025 is something that quietly flips the script on leadership: reverse mentoring.
In a world where innovation is constant and culture is everything, reverse mentoring is becoming a genuine game-changer. It’s not about gimmicks or box-ticking — it’s about building businesses that are open, future-ready and human-first.
What Is Reverse Mentoring?
Reverse mentoring puts younger employees in the mentor seat — sharing insights with senior leaders on the topics where they have unique perspective and lived experience.
Think less “career coaching” and more:
- What matters to Gen Z talent
- The latest digital trends
- The real meaning of inclusion today
- Social media, AI, wellness and how people want to work in 2025
It’s an opportunity to learn from voices that are often underrepresented at decision-making levels — and that’s exactly what makes it powerful.
Why It’s Catching On
In fast-evolving sectors like energy, utilities and sustainability, staying current isn’t optional. Here’s why more companies are turning to reverse mentoring as part of their people strategy:
- Tech is evolving fast: From AI in grid systems to smart meter platforms, tech is moving faster than many leadership teams can track. Younger employees often bring digital fluency that helps senior leaders stay relevant and responsive.
- Gen Z expects more: Purpose, flexibility and mental wellbeing are non-negotiables for new talent. Reverse mentoring gives leadership direct insight into what really matters to the next generation of the workforce.
- It supports retention: When early-career professionals feel heard and empowered, they’re more likely to stay. In a skills-short market, that’s a win.
- It breaks down hierarchy: By creating honest, two-way conversations, reverse mentoring builds trust across teams and encourages a more inclusive culture.
- It shows you’re a learning-first business: In a sector driving the net-zero transition, adaptability is key. Reverse mentoring signals that growth, curiosity and collaboration are valued at every level.
How to Bring Reverse Mentoring Into Your Workplace
You don’t need a big budget or a complex framework. What matters is intent and consistency.
Here’s a simple way to get started:
- Start the conversation with leadership about the value of listening to junior voices.
- Identify key themes where reverse mentoring could add real insight — whether it’s tech, talent retention, or inclusivity.
- Match people thoughtfully — based on curiosity, shared interests, or specific skill gaps.
- Set light structure, but keep the tone informal and mutual.
- Share the stories — the impact, the lessons, the surprising outcomes. That’s how momentum builds.
A Few Watchouts to Keep in Mind
Even the best ideas can fall flat without the right approach. Here’s what to steer clear of if you want reverse mentoring to actually land:
- Treating it like a quick fix: Reverse mentoring isn’t a one-off chat or a PR-friendly initiative. It needs to be part of a long-term mindset shift — one where shared learning becomes part of how your business operates, not a side project.
- Assuming younger mentors can wing it: Just because someone’s grown up with digital or talks fluently about Gen Z culture doesn’t mean they instinctively know how to guide a conversation with a senior leader. Help them feel prepared, not pressured — a bit of upfront support goes a long way.
- Over-engineering the process: This isn’t a performance review. It’s about real, unfiltered dialogue. Avoid turning it into another formal meeting — keep it relaxed, respectful, and free-flowing.
- Forgetting it’s a two-way street: Power dynamics don’t disappear overnight. For this to work, both people need to feel heard and respected. It’s not about who’s senior — it’s about mutual curiosity and learning.
Looking Ahead: Building Smarter Workplaces
At a time when the utilities workforce is getting younger, more diverse and more digitally native, reverse mentoring is a brilliant way to unlock the knowledge already inside your business.
It’s not about age — it’s about perspective.
And if we want to future-proof our companies, it makes sense to start by listening to the people shaping that future.
Looking to Engage the Next Generation of Talent?
If you’re ready to build a workplace where learning goes both ways — and where future leaders feel heard from day one — we can help.
At Utility People, we connect forward-thinking businesses with the next generation of talent shaping the energy and utilities sector. Get in touch to find out how we can support your workforce strategy.
