Reverse Mentoring Can Find Appeal In The Oil And Gas Industry

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With the increasing number of millennials joining the workforce in the oil and gas industry, the senior management should incorporate new ways of mentoring them. The increase in the age gap between senior employees and new joinees creates a challenge to keep the workforce engaged. Differences in perspective, attitude towards work and different motivation can result in friction and an unwillingness to collaborate. This is where reverse monitoring can come in handy.  Read on to learn more about this interesting way to engage with employees.

It Benefits Both Senior And Junior Employees

What makes reverse monitoring appealing is the fact that it benefits both-the senior employee and the junior employee. It has been observed that millennials look for challenging work and are open to change, while the senior workforce resists change.

In the traditional mentoring program, it is the senior employee who offers advice and guides junior employees. In the case of ‘reverse monitoring,’ it is the junior who teaches and guides senior employees. This can prove to be a useful mentoring technique in the oil and gas industry. The millennials who are gaining in number in the oil and gas industry are adept at technology and tools, while the senior workforce has the experience and relevant knowledge.

Reverse monitoring can help older employees learn the latest tools and technology, while the younger employees feel engaged as they contribute towards the growth of the company.

Kaytie Zimmerman said in a recent article:

“This trend has a double-sided benefit. Executives are able to stay on the pulse of trends that are most important to the elusive millennial, while the younger participant feels more connected and invested because they are contributing to the improvement of their company at the highest level.”

It Helps Retain Staff And Develops Employees

Reverse mentoring is also a low-cost method of providing development opportunities for employees. Instead of spending money on training programs, oil and gas companies can make the best use of their workforce.

Susan Power, CEO of Canada-based Higher Talent told Rigzone in a recent article:

“It’s only to the benefit of the oil and gas industry to implement reverse mentoring, especially during a downturn. These types of programs help retain staff because there may not be a budget for training programs and it creates a low-cost method for organizations to develop employees and help make use of existing staff..”

Retaining staff in these turbulent times, when the oil and gas industry is struggling to keep afloat can worsen the situation. This is where reverse mentoring can come in handy and benefit in engaging the workforce.