Long term employment is a factor that affects a majority of employees and companies on a daily basis. While companies prefer to keep the senior staff members settled in their position, senior employees tend to loose the drive to continue performing the same job if growth and development are not provided by the employer. In terms of our case study, for four years, Harper had held the same position of Marketing Coordinator at Marketable Inc. She is a seasoned employee who had developed a great work relationship with her prior boss Jose. Jose created an environment that was one on one and personal. He helped his staff complete assignments on an individual basis. Six months ago, Jose left the position and was replaced by David. David does not foster an environment of open communication and interpersonal interaction. He does not find time to work with staff to complete assignments. David role demands leadership of the team as a whole, while Jose only had to oversee Harper and one or two other employees. Due to this change of leadership and personality, the daily workload demanded from Harper has increased. The change in leadership and the fact that she was not considered for a promotion is demotivating to Harper. She does not feel appreciated for her years of service and believes She was overlooked as a potential replacement for Jose. She was excluded from all communication by management regarding the position vacancy and whom would be entitled to apply for the position. Management simply installed David in substitution for Jose.

If I were a hiring manager consulting David on how to re-engage Harper, I would suggest that he speak to her on a one on one to see exactly what demands must be met to settle her grievances. I would do my best to remind her that She is a valued employee whose contributions have helped the company in various ways. If David wants to maintain a healthy balance while in charge, he must find the time to communicate with all staff on an individual basis to see where problems are developing and what can be done to find a solution. In return, Harper and other staff will begin to trust David as a manager and feel that he is approachable regarding work or issues that arise. Loosing Harper will have negative repercussions on the workflow balance and potentially create a productivity dip. Plus, It would be costly to hire and train a new individual. The new employee will lag output wise compared to the usual load Harper is able to easily complete. This process will drain other employees who have to over compensate in their average workload to help close loose ends while the new employee is trained. It is also morale damaging to senior employees who potentially may find themselves confronted by longevity issues.