Increasing Retention at MDA: Identifying Generations to Recognize Characteristics for the Design & Implementation of a Mentor Program
Master of Leadership Development
With new generations of employees entering the workforce, it becomes important to look at the strengths and weaknesses of each generation and understand their distinct characteristics. According to the United States Department of Labor, the Bureau of Labor Statistics reported the average separations in 2017 was 43%, which is ten percent lower than MDA's current turnover rate (2018). With turnover at its all time high, this research will examine the impact of turnover. Per the Bureau of Labor Statistics, the average turnover rate was only 38.1% in 2013 and trending upward with averages going to 40% to 41.8% to 42.2% in 2014, 2015, and 2016, respectively (2018). It will also identify the difference between leadership and management and the lack of training or best practices in the workplace to better find a solution to improve outcomes at the Muscular Dystrophy Association. It outlines the organization and employee demographics, describes the situation, and presents a mentor program meant to improve strategy of welcoming and retaining employees into the organization. After summarizing key differences, this thesis looks at how MDA can accommodate each generation entering the workplace. The purpose of the research presented is to understand the desire for an integrated and ever changing work environment. This research identifies generational motivations and integrates those characteristics to create and implement a mentor program at the workplace.