1-  The thing that demotivates Harper the most is that her new boss does not take time to make her feel valuable at work she is also not asked how she is feeling about her workload, she doesn’t feel appreciated by her new boss.

2- If I was a HR manager I would advise David to give Harper a thank you and let her know how much I appreciate after she completes a task so she feels valued, additionally David could allow Harper to attend workshops to enhance her professional development.

3- The disadvantage of Harper leaving the company is that they will lose employee motivation and productivity, Harper’s withdrawal is also a major loss for the company because it will need them to hire and train a replacement worker which will cost much higher than Harper’s pay itself.

1)I think the most demotivating part of Harper’s job is that her new boss makes no time to make sure that she is appreciated at her job. The boss also doesn’t check on her to see if she is okay with her workload.

2)If I was an HR manager i would tell David to help Harper feel appreciated after she does a task a simple thank you will suffice from David. David could also provide Harper with workshop opportunities to help advance her career.

3)The downside of losing Harper as an employee is that productivity and morale can go down if harper is gone. Harper’s is also a huge loss for the company because losing Harper mean they have to find another employee and train them which cost much more than Harper’s salary altogether.

• What do you think is the most demotivating part of Harper’s job?

After Evaluating Harper’s situation, I think I found the most demotivating part of her job was that she not only lost a boss that she felt she had chemistry with, but also some of the effectiveness in communication, work life balance, and overall enjoyability on the job. Her new boss does not have as much time to dedicate to solely Harper, as he oversees an entire team not just 2-3 other employees and it sounds as if she feels she isn’t being seen or heard anymore at work.

• If you were an HR manager meeting with Harper’s supervisor, David, what advice would you give to help them re-engage Harper?

If I Had to put myself in an HR manager’s shoes, I would recommend that David possibly    find time in his schedule to meet 1:1 with Harper to see what she needs to succeed. If Harper is experiencing burnout because of increase in workload it would be helpful to decrease some of her responsibility or if she had PTO suggest she take some time off. Furthermore, I would recommend that David establish clearer deadlines and communication, offer an incentive such as a raise or promotion around performance review time, and hold meetings to recognize employees that are putting in extra work to increase morale. (Appreciation lunches if they are in the budget.)

• What would be the downside of losing Harper as an employee?

Harper has been in her position for the last 4 years since graduating, not only would it hurt the company to lose an employee who has almost hit the 5-year mark, but it also might create a domino effect of tenured employees leaving after seeing what Harper has dealt with. She has also talked with her friends about leaving, which may have an influence on some of the people she was close to in the company. Seeing how Harper has handled Jose leaving, this might create a strain on employees, and they may lose motivation to work hard, aka silent quitting. I also feel like since workload is already increasing across the board, if others were to start leaving it would pile more work onto the employees who decided to stay.

What do you think is the most demotivating part of Harper’s job?

Based on the case study, the most demotivating aspect of Harper’s job seems to be the combination of increased workload and a perceived lack of recognition or support. Harper is now shouldering additional responsibilities that were previously handled by her former boss, Jose. This has led to a more challenging workload, making it difficult for her to maintain a healthy work/life balance. The feeling of being constantly behind on her to-do list can be overwhelming and demoralizing. Despite taking on more responsibilities, she feels undervalued or overlooked. Harper’s new boss, David, has less time to dedicate to her development and workload management. This lack of availability and support from a supervisor can contribute to feelings of isolation and frustration, particularly when compared to the more supportive relationship she had with Jose. Recognition is a crucial motivational factor for employees, and when it is lacking, it can lead to feelings of frustration and dissatisfaction.

If you were an HR manager meeting with Harper’s supervisor, David, what advice would you give to help them re-engage Harper?

If I was meeting with David to offer advice to help re-engage Harper,I would encourage David to schedule a one-on-one meeting with Harper to discuss her concerns, workload, and overall job satisfaction. This meeting should provide a safe space for Harper to express her feelings and for David to gain a better understanding of her perspective. David should allow Harper to share her thoughts and concerns without interruption. This will help build trust and demonstrate that her feelings and opinions are valued. He should also, highlight specific examples of her work and express appreciation for the effort she has put into covering the additional responsibilities since Jose’s departure. Ensure that expectations and goals are clearly communicated. David should discuss Harper’s role, responsibilities, and potential career development opportunities. Clarity on these aspects can help Harper see a path forward and understand how her contributions align with the team’s objectives. David should also schedule regular check-ins with Harper to monitor her well-being, discuss progress on workload management, and address any emerging concerns. Regular communication can help foster a supportive working relationship. David also needs to address the staffing gap left by Jose’s departure. Discuss plans for filling or restructuring the role to ensure that the team is adequately supported, which will also contribute to a more balanced workload for Harper.

What would be the downside of losing Harper as an employee?

Losing Harper as an employee could result in a combination of knowledge loss, disruptions in work continuity, challenges in team dynamics, increased costs, and potential reputation damage. It underscores the importance of addressing Harper’s concerns to retain a valuable employee and maintain a positive and productive work environment. Harper likely possesses specific skills and expertise that are valuable to the company. Her departure could result in a loss of institutional knowledge, especially if she has been with the company for a significant amount of time or has expertise in critical areas. Teams often rely on the unique skills and contributions of each member, and losing Harper might affect the overall effectiveness and cohesion of the team.

What do you think is the most demotivating part of Harper’s job?

I think the most demotivating part of Harper’s job is the feeling of being under appreciated and unsupported in her role. There are a lack of key factors such as support, communicating well, and acknowledgment that can have a major impact on an employee’s motivation and job satisfaction. Ever since Jose left, Harper was to take on more work and she was getting stressed out. Her new boss appears less available and less aware of the challenges she faces. Doing all that work made Harper not have enough time to enjoy her personal life. If I was in her shoe, I would’ve talk to the new owner David and ask him I am doing way too much work and he isn’t doing anything about it. No one wants a boss that dose not appreciate them.

If you were an HR manager meeting with Harper’s supervisor, David, what advice would you give to help them re-engage Harper?

If I was an HR manager meeting with Harper’s supervisor, David, I would ask David to communicate with Harper. I would also tell him that regular one on one meetings can give Harper an opportunity to talk about her concerns and her workload issues. I would also discuss on the importance of helping Harper have a better work/life balance, discuss the tasks that Harper has to do, and by addressing these aspects, David can work with Harper and improve her job satisfaction and create a better relationship between the two.

What would be the downside of losing Harper as an employee?

The downside of losing Harper as an employee could have numerous negative outcomes. There would be impact of team morale, there would be more workload for other employees, and finding a replacement for Harper would be hard. The only solution in not losing Harper is if David really talks to her on a one-on-one meeting.

What do you think is the most demotivating part of Harper’s Job? 

• The most demotivating part of her job is that when Jose was her boss she would have more 1on1 time with him and really enjoyed the work she was doing. She would go into work excited to start the day and the enjoyed marketing. Now that David is her boss she is losing the motivation to do her work because everything is overwhelming and adding up. She is starting to get detached from the business but also her desire for marketing.                       If you were an HR manager meeting with Harper’s supervisor, David, what advice would you give to help them re-engage Harper?
• If I was a Hr manager meeting with David, I would tell him the concerns of how Harper feels at first but I wouldn’t say it came from her. I would say that I see a big issue with how he is taking over the supervisor role and not caring for his employees as much as he should. Ways to re-engage Harper would be to take way some of her workload and start dividing it evenly between all employees. Another way of helping re-engage her would be to talk to her once a week just checking up how works going and off she has any suggestions on how the company can be better. All of them need to start to love marketing again.                            What would be the downside of losing Harper as an employee?
• A downside of losing Harper as an employee would be that they would lose a very hardworking and enthusiastic employee. Its hard to find people that really enjoy what they work for anymore. Most just go for the money but its a big difference when you have people to work with that always have fun with task to do and contribute in a good way to the office.

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.

• What do you think is the most demotivating part of Harper’s job?

The most demoting part of Harper’s job currently is the newly given workload. Ever since Jose’s departure, Harper has been overworked. This is because Jose was the one who managed Harper but now that he left, Harper has no one to manage her work. This has been affecting her in many negative ways. One of those ways is the balance between work and life, Harper feels that it is becoming hard to balance her life with work and feels that work is overflowing her time outside of it. This is bad because constant work can make Harper put less effort into her work or even worse, quit. She is already deciding on whether she should leave Marketable Inc. or not due to her being burnt out. She begins to feel like all her work is not being recognized which is a terrible feeling. This feeling can turn into anger if Harper doesn’t get any benefits for all her hard work. Being overworked to the point where it affects your life isn’t a healthy work environment for a human; especially if it isn’t recognized.

• If you were an HR manager meeting with Harper’s supervisor, David, what advice would you give to help them re-engage Harper?

If I were an HR manager, I would ask David to speak with Harper and ask her about her experience with the recent work and how it has been treating her. I think the best way for them to talk would be to throw a meeting with just them two. After Harper explains her recent experiences as we already addressed, they will have to discuss a way to fix the current problem in a grounded approach. David will have to provide Harper with a healthier workload or maybe higher a new person to manage her work. If not, that then give her a more flexible schedule. After the agreements are settled, I would give Harper a least a day off to collect herself and prepare for the next chapter at work. Lastly, I would recommend to David that he should give more benefits and maybe even promotions to people who put in the work and are reliable, handy, employees.

• What would be the downside of losing Harper as an employee?

Harper leaving Marketable Inc could be very tragic for the company. Starting with the fact that Harper has been with the company for 4 years and has had the same role in the company for that time. This means she is already well educated in the company and is comfortable with everything there; this can lead to better results in her work. Another thing is that if she quits then the company will have to find a new hire that they don’t have any relationship with. This basically means they will have to build up a whole new employee which takes at least a year. The team only had six members, with Harper leaving it would be five; this is terrible because that means there would be double the work and the output for results would be slowed down tremendously. Harper’s leaving will slow down time for the company and they will have a lot of catching up to do.

The part of Harper’s job that is most demotivating is the lack of her work/life balance.  She mentions it a couple times and even to her colleagues at work as one of the reasons she is planning on leaving.  Its one of but not the only reason for her wanting to leave.  If I was the HR manager working with David, I would implore him to communicate more with Harper and have a more open-door policy.  Another way he could improve would be to give Harper her credit when it’s due by telling her she is doing a good job and even rewarding her for her hard work with some vacation time to cut through the long hours she puts in.  Another way David could help would be to talk about a promotion of some kind, Harper is taking on more work than before and has been in the same position for four years.  Harper could assume the role her previous supervisor Jose had, she is qualified enough.  Finding a way to cut down on her workload to achieve a better work life balance is crucial so David could facilitate more work to other team members to lighten Harpers load or hire another team member to balance out the assigned work.  Losing Harper would be shameful and could cause more people to leave.  You would have to hire a new person and train them for a role that someone has been doing for years.