Teacher turnover has been an unsolved problem for decades and the pipeline of new entrants into the teaching profession is lower than ever before. The Millennial generation is the major source of new talent today. Employers in other sectors have studied this generational cohort's workplace needs to discover how to retain the most mobile generation. Previous generational cohort studies did not focus on secondary teachers and their unique reasons for leaving. The researcher developed the Secondary Teacher Value and Presence questionnaire with five workplace factors, including (1) Purpose/Recognition, (2) Development, (3) Leadership, (4) Workplace Relationships, and (5) Work-Life Balance and gathered data from a pilot study and a final study on secondary teachers in a large North Texas district. Results showed that generational differences did not exist between Millennials, Generation X, and Baby Boomers on teachers' values of the workplace factors. The turnover problem is not a new one to solve and exists in full force with all five workplace factors showing a significant difference between teachers' value and perceived presence in their current schools. Addressing Work-Life Balance and Purpose/Recognition are top priority to assist in teacher retention. Years of service predicts turnover in the next three years as longer serving teachers plan to leave at a significant rate, with generational cohort and certification route as insignificant variables. Legislative changes, community support, workload reduction, and flexibility are key ingredients to address the teacher turnover crisis. [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://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]