Category Archives: Retention

These posts will be added to our Student Work menu item. This category should be used for submitting posts for our Unit #14 Assignment.

Retention Assignment

  • What do you think is the most demotivating part of Harper’s job?
    • There are several demotivating aspects of Harper’s job, such as losing her mentor/boss that she got along well with and taking on new responsibilities. However, having to navigate the new role and tasks without reward or recognition is likely the most demotivating since it creates a fruitless environment and can often make an employee feel like they are being taken advantage of. Harper did not get an additional financial compensation increase or title change – yet she is doing more work than before.
  • If you were an HR manager meeting with Harper’s supervisor, David, what advice would you give to help them re-engage Harper?
    • I would suggest to first make more time for Harper, creating a more open form of communication to allow her to 1. get to know David better and 2. discuss her struggles with her workload and new tasks. I would also encourage David to find ways to make Harper feel appreciated such as establishing a flexible work schedule to allow her to have more time to herself, financial increase (bonus/raise) and title change. Lastly – an employee who feels overwhelmed will likely need a lot of support, I would advise David to either hire an additional person to take on some of Harper’s roles or restructure the team so that responsibilities are split evenly.
  • What would be the downside of losing Harper as an employee?
    • Harper has been with the company for 4+ years and is already aware of the ins and outs of it. Losing an employee that has been around so long usually means losing the knowledge/experience that that employee had developed and maintained. Along with the technical debt that Harper would leave behind, when a senior employee such as Harper leaves other employees may begin to question their satisfaction/happiness. This may lead to a trend of high turn over and leaves behind a team of constantly new and inexperienced employees.

Retention Assignment

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

There are a lot of demotivating aspects about Harper’s job. The fact that she has to take on additional assignments now with the departure of her former manager. She also has a terrible work/life balance. I think the most demotivating part is the fact that she does not get recognized for her work because David manages so many people.

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

In order to reengage Harper, I would do several things. First I would establish clear expectations and objectives. This way, she will know exactly what she needs to do and if shes doing work that she knows is valuable. I would also make her feel valued because she feels like she is losing a voice in the company. So I would want her to know that I hear her. Finally I would make sure she has a positive work life balance because at the end of the day I would not want her to feel burdened.

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

I think the downside would be losing an employee who already knows what they are doing so they are more productive. It would demorale current employees. It would also create a bad work culture where employees may have to second guess if they did something wrong.

Retention Assignment

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

The most demotivating part of Harper’s job is that her new boss seems to be less aware of the workload and stress she is dealing with and does not seem to be available to help if Harper needs advice. This is becoming a problem for Harper because it is harder to have a balance between her work and personal life.

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

First and foremost, I will explain to David the importance of employee retention and the benefits of it. I will advise David, to establish clear expectations and objectives with Harper so she can have a crystal-clear understanding of her job duties. Also, it is important to acknowledge Harper’s additional work to help cover Jose’s responsibilities and how long will her additional help be needed. Additionally, I will insist David communicates with Harper to create a positive work-life balance and see what options there are available to help Harper manage the workload she has without interfering with her personal life. For example, adding 1-2 work-from-home days or a more flexible work schedule. Overall, Harper should know and feel her work is being acknowledged.

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

Harper has been an employee for roughly 4 years, she has experience in her role. Harper has been able to cover additional responsibilities for almost a year. That itself says a lot about the type of employee Harper is. Lossing her as an employee would be a downside, it will decrease productivity and produce an employee gap. It seems that it has already been difficult to manage productivity after losing Jose, losing Harper will just create a stressful environment for the other employees.

Assignment 14

  1. The most demotivating part of Harper’s job was the amount of work was put on her by her new boss David. The amount work was starting to mess up her life outside of work, and work life for her was becoming unpleasant. Especially since she started working their six months ago. To put all of that work on a new employee who is just getting used to the work will make a person feel overwhelmed.
  2. If I was the HR manager meeting with David the advice I will give him is to try to engage with the employees more, even though there is a lot of work to be done in the workplace, we need to keep our employees engage at the job and feel that their work is being notice. Since Jose isn’t working their anymore we try to find a new replacement so there can be an even workload with all employees.
  3.  The downside of losing Harper as an employee, is one we lost a worker in a matter of six months which doesn’t look good on the mangers side of things. There will more workload put on other employees, which might cause other workers to feel overwhelmed and also quit.

Week 14: Retention

  1. The most demotivating part of Harper’s job is the lack of support and communication from her new boss. This includes the absence of clear guidance and assistance in managing her increased workload and the feeling of being unrecognized for her contributions.
  2. If I were HR manager, I would advise David to increase communication with employees like Harper, it will give them a sense that you are there to help them out. Get to know Harper more and her workload and provide guidance on how to manage them more effectively. Also provide feedback on how’s she doing in her work and be positive to her. It’ll motivate her to do better in the future.
  3. The downside side of losing Harper would be a great loss of expertise for the company. As we’ve read that Harper love to do her job Marketable Inc. But due to lack of a nice working environment she intends to leave now. This is a bad reputation for the company and might make it harder to attract and retain talented employees.

 

Case Studies Assignment

Some common factors that can lead to demotivation at work include lack of recognition or appreciation, feeling undervalued, unclear goals, limited opportunities for growth, lack of work-life balance, and inadequate compensation.

If I were an HR manager meeting with Harper’s supervisor, David, I would suggest the following advice to help re-engage Harper:

  1. Acknowledge Harper’s contributions: Show Harper that their work is valued and appreciated. Acknowledge the effort they have put in and recognize their achievements.
  2. Provide clear goals and expectations: Ensure that Harper has a clear understanding of what is expected of them in their role and provide them with clear goals to work towards.
  3. Offer opportunities for growth and development: Provide Harper with opportunities to learn new skills, take on new challenges, and develop their career.
  4. Encourage work-life balance: Support Harper in achieving a healthy work-life balance. Ensure that they have the resources and support they need to manage their workload effectively.
  5. Consider adjusting compensation: Evaluate Harper’s compensation package and make adjustments if necessary to ensure that they are being fairly compensated for their work.

The downside of losing Harper as an employee could be significant. Harper’s departure could result in a loss of productivity, institutional knowledge, and experience. It may also impact team morale and cohesion if other employees see Harper’s departure as a negative sign. In addition, the cost of recruiting and training a replacement could be high. Therefore, it is essential to take steps to re-engage Harper and retain their talents and expertise

Retention

1. The fact that Harper puts in so much extra effort yet doesn’t receive credit for it is the most frustrating part of her profession.
2. If I was an HR manager in David’s position, I would encourage him to provide promotion chances for workers like Harper who are putting in so much extra effort, to make Harper feel respected at work, to allow Harper to work from home, and to not make her feel like she’s overwhelmed.
3. Finding a replacement for someone who puts in so much extra labor for the organization is a drawback of losing an employee like Harper.