DescriptionRetaining millennial employees is relevant today because they make up a higher percentage of workers. Albeit, studies show that millennials have high turnover intentions and mentoring was identified as a valuable tool to them because of its major career and psychosocial development function. Hence, this study examined the experiences and perceptions of 51 millennial mentees within the ages of 21 36, to identify mentoring elements that can enhance their retention. Data was gathered via a questionnaire survey and analysed using basic descriptive statistics. The results suggest that well designed mentoring schemes can support millennial employee retention. However, the mentors’ perception was excluded and the small sample size limits generalisation. Notwithstanding, the identified features informed the authors’ Millennial Mentoring Model (MMM) which proposes that a voluntary mentoring structure, mentee’s objectives, mentor’s attributes, mentoring-relational features and a structure for personal and career advancement in the organisation can strengthen millennial retention.
|Period||6 Sep 2017|
|Event title||British Academy of Management Conference 2017: Re-Connecting Management Research with the Disciplines: Shaping the Research with the Social Sciences|
|Location||Warwick, United Kingdom|
|Degree of Recognition||National|