As the integrated part of an organization, human resource is the most discussed factor of performance at present. In many organizations, young employees consists 50% or more of the workforce. These young, talented and innovative part of human resources needs to be understood and motivated in a different way than the average mid or older employees. This study is aimed to identify the factors that particularly motivate and satisfy young (age upto 35) employees to retain them in organizations choosing 13 factors carefully selected from 3 different motivational theories. The study adopts both primary and secondary data as well as uses previous literatures for this purpose. For this study, Bangladesh banking sector has been selected as the research field and data were collected from 750 employees through a semi-structured questionnaire. It has been found that most young employees expect non-monetary motivational rewards such as working environment (19%) and flexibility in job (13%) rather than money (12%). The least popular three motivational factors were opportunity to learn (4%), opportunity for creativity (2%) and challenging task (2%) respectively. Although the study has been conducted in very limited scope, the results might be proven useful for the academicians and decision makers who wish to study more in this area