With the pace of resignations hovering near an all-time high, it's time to rethink outdated retention strategies most companies use and instead prioritize approaches that are creating real value for employees. According to a recent Gallup poll, 17 percent of employees are actively disengaged, and a whopping 51 percent are teetering somewhere between engaged and disengaged. Companies cannot afford more than half of their staff deciding to leave—and as a talent development professional, you may bear the weight of retention on your shoulders. How can you distribute some of that weight, and to whom can you delegate responsibility for employee engagement? Look no further than middle managers.