The purpose of this qualitative study was to understand the perceptions and beliefs of administrative, professional, and technical staff (APTs) related to attrition rates, morale, succession planning, benefits of mentoring in the workplace, and whether a mentoring program would contribute positively. Kram's workplace mentoring model served as the theoretical foundation. The guiding question was to understand how APTs describe the need for a mentoring program to support retention, morale, and succession planning. This qualitative descriptive survey design consisted of an electronic survey and face to face focus group interviews. Survey data were analyzed using open coding and identified themes were further examined in focus group interviews. Themes emerged around retention, morale, and succession planning. Survey questions and responses were used to develop probing questions for the focus group interview. Focus group narratives were analyzed using constant comparative analysis and constant content analysis, which included thematic development of possible solutions related to APT retention, morale, and succession planning. The findings revealed a need for a relevant, sustained mentoring program for new and experienced APTs. The findings enabled the executive board to address the attrition of APTs with the development of a pilot mentoring program. Implications for positive social change include introducing a workplace mentoring program that has the potential to create an environment in which employee attrition rates are low, employee morale is high, and lays the foundation for succession planning. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com.bibliotheek.ehb.be/en-US/products/dissertations/individuals.shtml.]