Engagement and Retention: Who Should be Responsible in Your Organization?

The 2015 Deloitte Global Human Capital Trends report revealed that employee engagement, company culture and staff retention are among the most important issues companies face in 2015. In fact, the 2014 report showed only 26 percent of employers thought these areas were concerning, but that amount has jumped to 50 percent in the past year. Half of respondents now list engagement, culture and retention among the most pressing issues for 2015.

If your company faces similar challenges, you're probably looking for ways to fix these problems - after all, poor retention rates cost your company money. But who is in charge of understanding the causes of poor engagement and developing ways to reverse the trend? Let's investigate:

"50% of employers believe engagement is a big issue."

The Heart of the Issue

Determining who is responsible for improving engagement and retention isn't straightforward. Rather, it depends on the cause of the issue. The first step in repairing engagement is to ask why employees are disengaged to begin with. Conducting surveys, speaking with managers, holding town hall meetings, etc., are all viable ways to learn what's causing disengagement in your organization.

Once you get a sense of the source of the problems, you can direct these concerns to the proper departments.

A Joint Effort

Most likely, human resources, management and executives will be in charge of making changes to improve engagement. HR is a resource for employees to vent concerns, and the department is often the spokesperson for your staff. What's more, HR helps provide estimates for how many staff members your organization needs to provide quality work. The department also handles benefits and compensation, which both greatly affect engagement and retention.

Company executives provide the structure and direction for an entire organization, so if something in their business plan is disengaging employees, they need to rethink the strategy. For this reason, having executives run meetings, talk to staff and review surveys is important. They can meet with HR to devise a plan to bolster engagement.

Management works more directly with employees and can offer a closer perspective on engagement and staff needs. They're ambassadors that relay information, training and changes from supervisors to the staff. As such, managers should be involved in implementing strategies for improving retention and engagement. What's more, they should be responsible for observing their teams and reporting any issues.

Essentially, different facets of your organization should be responsible for unique aspects of employee engagement. More importantly, developing strong communication to keep everyone on the same page should take priority.

Training Staff

Leadership and HR training that targets engagement can help your employees develop strategies for retaining staff. When leaders know how to delegate tasks based on skills and preferences, for instance, their teams are more likely to be satisfied with their work. As such, professional development training is a necessary tool for improving retention and engagement. With the right skills, managers, HR staff and executives can all work together to address issues as they occur and find solutions that improve culture in your organization.

eLearning courseware allows employees to watch training videos on their own time from their desks. You can even suggest videos to staff members based on what you think pertains to them. This is especially helpful as you all work together to tackle engagement.

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