Refer to the following scenario for the next $2$ questions

$.$

A division of a hospitality organization has been working with a consulting firm to implement an employee engagement initiative. To assess engagement, the consulting firm administers a $100-$question survey with a five$-$point Likert scale to employees of the division. The CEO is impressed with the results and decides to extend the initiative across the organization. As a result, the HR director is tasked with rolling out an organization$-$wide employee engagement initiative. During the rollout, the HR organization has low scores on the engagement survey. To address this, the HR director assigns an early$-$career training and development manager to work with HR managers to improve engagement. There are five HR supervisors for $70$ employees, with HR offices ranging in size from four to $40$ employees.

Analysis of the results shows that the HR employees are dissatisfied with their leadership, primarily the HR director. When the training and development manager meets with the HR managers to discuss the engagement initiative, they claim that the HR director is the problem, not them. How should the training and development manager respond?

Answers

Schedule a meeting with the HR managers, the training and development manager, and the HR director to provide the HR director with feedback on the results of the survey and the director$$s role in improving engagement.

Confidentially go to the HR director$$s boss, the VP of HR$,$ and explain to the VP what has been discovered.

Remind the HR managers that if the department maintains the same engagement scores, it may negatively affect the managers$$ ratings and bonuses.

Suggest that, despite the issues with the HR director, there are steps within the HR managers$$ control that will help the employees to become more engaged.