Question

An HR business partner for a mid-sized company has been asked to investigate root causes of high employee turnover.

The CEO thinks that the turnover is the result of HR failing to set clear expectations for managers and has stated that there is a disparity in how managers lead their employees versus what employees think their managers should be doing. The CEO believes that this inconsistency in expectations is the reason for attrition.
HR currently conducts annual employee engagement and morale surveys and presents the results to management. However, most of the management team has been with the company for many years and are resistant to change. Past efforts to guide the management team have been unsuccessful due to limited participation. For example, leadership skills training has been held in the past, but most of the management team have declined to attend.
The CEO has requested that the HR manager provide a detailed plan to address the turnover by next quarter.
Which action should the HR manager take to ensure the success of an initiative to improve employee engagement and retention?

A. Assign HR employees to the initiative who have the availability and interest to support it.
B. Ask the CEO to provide feedback on the action plan for the initiative.
C. Create employee-led committees to develop ideas and provide support for the initiative.
D. Ask all managers which aspects of the initiative they are willing to participate in.

Answer 1

To improve employee engagement and retention, the HR manager should incorporate employee-led committees, secure CEO-mandated participation for management training, and make sure feedback processes are confidential to build trust.

Step-by-step explanation:

To address the high employee turnover, the HR manager should consider multiple approaches, integrating the input from various stakeholders and applying it to a comprehensive strategy. Here are three significant actions the HR manager could undertake to ensure the success of an employee engagement and retention initiative:

• Create employee-led committees that involve employees in the development of ideas for the initiative. This approach promotes ownership and investment in the outcomes among employees and can provide insights into the actual concerns and suggestions that frontline employees might have.
• Request that the CEO mandates participation in the initiative, including leadership skills training, from the management team. The CEO's direct involvement and support can serve as a powerful motivator for managers to commit to the initiative and model positive behaviors for their teams.
• Establish a mechanism to ensure confidentiality and trust in the feedback process. If employees fear reprisal or do not trust that their feedback will remain anonymous, they may not participate fully or honestly in giving feedback, and the initiative is less likely to uncover the true root causes of turnover.

By focusing on nurturing a culture of openness, ensuring top-down support for the initiative, and fostering employee involvement, the HR manager can create a more conducive environment for positive change and improve both engagement and retention.