By Shyamini Szeko, 2025: Based on Master’s research into ageing and work in NZ manufacturing (AcademyEx)

 Why mentoring matters

“I didn’t learn my job overnight.” – Team Leader, 33 years in manufacturing

That sums it up. Experience can’t be replaced overnight.

Older workers carry deep know-how, the kind that keeps production steady and safe.
If that knowledge walks out the door at retirement, the business loses far more than a person.

In most factories, mentoring already happens in small, informal ways, a tip shared on the line, a quick demo, a quiet correction. It works, but it’s fragile. Unless mentoring is built into the system, those lessons disappear fast.

The knowledge gap

My research found that most mentoring is informal and unrecorded.
One manager put it bluntly:

“We realise too late how much knowledge sits in people’s heads.”

When experienced operators leave, the next person inherits the machine, but not the method. That’s a real productivity and safety risk.

What works on the factory floor

Younger workers bring energy, tech skills, and fresh ideas.
Older workers bring judgment, craftsmanship, and context.
When they work together, everyone benefits.

Here are some practices NZ manufacturers are already testing:

• Buddy systems — pair new hires with experienced mentors.
• Quick video walk-throughs — capture how jobs are done for training libraries.
• Digital “how-to” hubs — store process tips and lessons learned.

Small, structured actions like these help preserve know-how and grow confidence across generations.

Turning goodwill Into good systems

The challenge isn’t motivation — it’s structure.
Mentoring can’t rely on good intentions alone. To make it stick:

• Schedule mentoring time as part of shifts, not extra work.
• Recognise mentors in performance reviews or training plans.
• Link mentoring to leadership and succession planning.

When knowledge sharing is part of how work is organised, not an afterthought, it strengthens trust, teamwork, and belonging.

A Ccll to action

If your senior technician retired tomorrow, what knowledge would leave with them?

Structured mentoring isn’t a “nice to have.” It’s a practical way to build a resilient workforce. It protects the lessons no manual can teach and turns experience into a shared advantage.

In te ao Māori, kaumātua are seen as holders of wisdom. Bringing that mindset into our workplaces honours both heritage and innovation, making sure valuable knowledge is passed forward, not lost.

Three simple next steps

1. Map the risk: List the roles where expertise is concentrated in one or two people.
2. Pair up: Match newer workers with seasoned mentors.
3. Capture it: Use short videos or notes to record “how we really do it here.”

Bottom line

Mentoring keeps your factory running smarter, safer, and stronger.

Don’t wait for retirement to find out what you’ve lost, make knowledge transfer part of the job today.