Julian watson
What do you think is the most demotivating part of Harper’s job?
The most demotivating part of Harper’s job is clearly the lack of support and recognition she is receiving from her new manager David, combined with a burdensome workload. Specifically, David has failed to provide Harper with the communication, guidance and appreciation she needs to stay motivated.Since taking over, David makes little effort to understand Harper’s workload or provide advice despite her taking on extra duties. This leaves Harper feeling stressed, overwhelmed and unsure of priorities. Worse, David seems aloof about properly staffing the team after Jose’s departure, forcing Harper to single-handedly cover multiple roles. The result is an unsustainable workload and no work-life balance for Harper.
If you were an HR manager meeting with Harper’s supervisor, David, what advice would you give to help them re-engage Harper?
Most importantly, open and empathetic one-on-one communication is key here. I would advise David to schedule regular 30 minute meetings solely focused on Harper to check in on her workload, stress levels, and any roadblocks. He needs to make Harper feel heard, understood and supported during this transition. Getting face time with David would also help reassure Harper that he values her contributions even if he can’t micromanage.Secondly, communication can help with Harper’s workload itself. Together they should reassess all her responsibilities and prioritize what must be done now versus later. With collaboration they can set realistic timelines, and David can provide guidance on what tasks Harper should focus most on. Removing any nonessential duties could also help relieve pressure. Setting structured check-in points on progress would give Harper much needed touch points with David as well.
What would be the downside of losing Harper as an employee?
If Harper resigns it would be very difficult for the company to replace her experience and knowledge about the company. With over 4 years under her belt, Harper has built up in-depth expertise on both her specific marketing responsibilities as well as the wider company operations. Bringing in any new hire, no matter how qualified on paper, will require extensive training and ramp up time before they are adding value at Harper’s level.Also as someone who has been working there for a very long time Harper plays an informal leadership role as well. If she leaves, the company loses out on her coaching and mentoring more junior employees. With Harper gone, the learning curve for developing staff will lengthen. Her departure may also demoralize remaining employees who could grow concerned over the company’s commitment to supporting talent longevity.
