This research addressed the high turnover rates among millennial employees. Specifically, it was unknown if millennials who received reverse mentoring had greater affective commitment to the organization than the millennials who had standard mentoring. Quasi-experimental design with two group post-test was conducted. A total of 90 participants (45 per group) completed the survey. The survey was conducted by Qualtrics, an online survey company. The sample population included male and female individuals, born between 1982 and 1998, employed by all types of organizations in the United States and participating in a mentoring program at the time the survey was taken. Affective commitment is greater in the reverse mentoring group (M = 36,683, SE = 0,959) compared to the traditional mentoring group (M = 34,984, SE = 0,959). However, after adjusting the quality of the relationship between Leader-Member Exchange (LMX) and Length and Frequency of Mentoring (LFM), there is no statistically significant difference (p <0,05) between traditional mentoring and reverse mentoring on affective commitment to the organization indicated by F(1,86) = 1,569, p = 0,214.