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Managers’ goal should be to take control of the turnover among Millennials. They should start talking with Millennials about retention on day one, and keep talking about it. If managers are talking with them about how to meet their needs and wants on an ongoing basis, they are much more likely to talk with the managers at those key points when they are trying to decide whether to leave or stay. The author focuses on four types of developmental relationships to surround Millennial superstars with high concentrations of time and attention. The idea is to offer the Millennial regular career advice from an insider's perspective so they don't have to get it from outsiders. If managers really want to retain their very best Millennial superstars long enough to grow and develop them, someone has to make concerted efforts to surround them with teaching-style managers, career advisers, organizational supporters, and mentors.
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