Bridging the skills gap: How reverse mentoring can address skills shortages in the West Midlands

By Mike Mansfield, CEO, ProAge

The West Midlands, a hub of industry and innovation, is facing a pressing challenge: critical skills shortages across key sectors. With one-in-four vacancies classified as hard to fill, businesses—especially small and medium-sized enterprises (SMEs)—are struggling to attract and retain the talent needed to thrive. To address this challenge, organisations must retain existing expertise while equipping employees with the skills of the future. Reverse mentoring provides a powerful strategy to achieve this.

Traditionally, mentoring has flowed one way, with senior staff guiding junior employees. Reverse mentoring flips this dynamic, creating a two-way exchange where younger employees share insights on emerging trends, technology, and new ways of working, while experienced colleagues contribute their industry knowledge and strategic thinking. This collaborative model fosters cross-generational learning and helps address skills gaps in a practical, innovative way.

Tips for implementing reverse mentoring

To maximise the impact of reverse mentoring, businesses should consider the following steps:

1. Define objectives clearly. Identify specific skills gaps or organisational challenges the programme will address. Clear goals help participants understand the purpose and expected outcomes.
2. Match participants thoughtfully. Pair mentors and mentees based on complementary skills and experiences. For example, a junior employee well-versed in social media marketing could mentor a senior manager, while gaining insights into budget planning.
3. Provide training and support. Equip participants with the skills needed for effective mentoring, such as active listening, constructive feedback, and open communication.
4. Create a safe and open environment. Foster a culture of trust and respect where both parties feel comfortable sharing insights and learning from one another. Emphasise that reverse mentoring is a two-way learning process.
5. Set timeframes and structure. Establish a clear schedule for mentoring sessions with agreed-upon goals and topics. Regular check-ins help maintain momentum and ensure progress.
6. Measure and evaluate success. Track the programme’s impact using metrics such as employee satisfaction, skill development, and retention rates. Feedback from participants can help refine and improve the initiative.

Examples of reverse mentoring's value in key sectors

• Engineering and manufacturing
  Younger employees with expertise in automation and AI can mentor seasoned staff on new technologies, while benefiting from their colleagues’ hands-on experience and institutional knowledge.
• Construction
  Junior professionals trained in sustainable practices can mentor senior colleagues on innovative tools and techniques, such as environmentally friendly building methods. In return, they gain valuable insights into navigating complex construction projects and managing supply chains.
• ICT and digital skills
  Tech-savvy employees can mentor senior staff on advanced tools, data analytics, and cybersecurity, while gaining insights into client relations and strategic planning from their mentees.

Building a future-ready workforce

For SMEs in the West Midlands, addressing skills shortages is critical to ensuring long-term success. Reverse mentoring provides a practical, inclusive strategy to retain expertise, develop new skills, and create resilient, multigenerational workforces. By fostering collaboration and mutual respect, organisations can empower employees to innovate and thrive in a rapidly changing economy, securing a brighter future for the region.