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

Although Harper loves her job, she feels demotivated because she struggles with the work-life balance due to the recent increase of workload and lack of communication from her new manager. She has been in the same role since she was 22 and now being 26, she also feels her development with the company is limited. Finally, Harper doesn’t feel recognized for her additional contributions to the team.

2. If you were an HR manager meeting with Harper’s supervisor, what advice would you give them to reengage with Harper?

First off, I would advise David of reaching out to Harper and establishing better expectations and communication. Before David before Harper’s supervisor, her former manager was only responsible for communicating with her and another colleague so it was easier for him compared to David who has to manage a larger team. Second of all, I would encourage David to talk to Harper about her potential career development or if she is about to continue higher into the company/receive additional benefits for her work. Finally, David should learn how to better distribute work among the teammates and himself so everybody has a better work-life balance and doesn’t feel burnout.

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

Harper’s former manager already left and his position was never replaced which resulted in Harper and her new teammates getting more work. If she left, this would leave more work for her teammates, and them feeling the same way Harper did might result in them also thinking about leaving. The company would have to spend money on training a new employee since Harper has been with the company for years.

Studies have shown that financial compensation is not the number one reason why employees leave a company and Harper was no exception to this fact. She was not leaving due to her compensation package she wanted to leave because she feels overwhelmed, overworked, undervalued, uninformed, and not heard. This resulted in her becoming demotivated in her current position.

The most demotivating aspect of Harpers’ job seems to be the fact that she was not being informed of the changes happening around her. The changes were happening without her input, and this resulted in an increased workload which caused her to lose her work/life balance. Harper became accustomed to being kept informed by her former boss Jose and suddenly she is not. She felt that her new boss David does not value her enough to have open communication with her about things that are happening in the workplace. Her compensation was not her focus as the mention of it seems as if it was an afterthought.

Another noticeable fact was that Harper had been with the company for 4 years without any form of upward growth. She might have accepted this when Jose was her boss because Jose made her feel like a part of the team by using effective and frequent communication. On the other hand, David seemed accustomed to a culture of just giving employees work and leaving them to figure it out. He also has more responsibility than Jose but that is no excuse not to take a moment to communicate with Harper, listen to her concerns and find an effective solution.

To get them to re-engage I would inform Harper of her importance to the company. I would make it clear that her experience and work over the past 4 years has been valuable and appreciated and reconsidering her resignation would be appreciated. A clear and transparent investigation would be done to ensure an amicable and mutual resolution that would prevent any future misunderstanding with Harper or any other employees in the company.

 David would be asked to implement a clear and precise development plan for Harper as 4 years in the same position without advancement requires a closer look. He would also need to re-assess her workload to see if in fact it is manageable or if the work is fairly and equally distributed amongst all employees and take the necessary steps if they are not. There are times when employees are given tasks without managers realizing that at some point it has become overwhelming. At times when a manager or supervisor knows an employee is competent and efficient, they tend to make that person the “go to” person for important tasks without realizing the amount of work given has become unmanageable.

If David found the workload was equally distributed, and Harper was voicing her complaint because she felt left out of the usual department communication then he would need to advise her of this fact. He would then be asked to look for the root of the complaint which could have been the perceived sudden lack of communication. This would be solved with having an open-door policy where employees like Harper could come to speak about their concerns or give suggestions knowing that they are being heard. Feedback or follow-up would be required immediately or later as ignoring a suggestion or complaint from any employee, including Harper would not be an option.

The number one asset of any organization is its employees and not valuing your employees means you do not value the company. There are several downsides to losing Harper and rehiring and training her replacement. The financial aspect is that it costs more to hire and train a new employee than it would to retain and employee. There is also the burden of maintaining productivity that would be placed on the employees that remain while the company searches for a qualified replacement. This would result in overworked employees that becomes overwhelmed and disengaged just like Harper did.

There is also the possible loss of intellectual property resulting from her leaving. Surely Harper has access to present, past, and possibly future customers. She could poach these customers along with the company’s marketing strategies with her. This would cause a financial loss to the organization.

Overall, it is cheaper and simpler to retain an employee than it is to lose and employee and every reasonable effort should be made to retain, especially if the employee is a loyal and valuable member of staff that would rather remain and grow with the company.

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

The most demotivating part of Harper’s job is that she has. always loved working. for this company but her having to take on so much work is making her stressed to the point she can’t manage to balance work and her life and although she loves the company they aren’t recognizing all extra work that’s she doing.

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

It’s great David manages the whole team but as a HR manager I would advice David to find someone to finally take the role of Jose because this is the huge issue causing so much stress to others. David should communicate more with Harper since she is the one that took in some of Jose’s responsibilities and should keep her informed of things that are happening in the company. Harper should also be given a raise since she was given more work that wasn’t her responsibilities before.

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

The downside of losing Harper as an employee is that they would need to look for two different employees to fill in for Harper and Jose. This would also cause the company to be backed up in their work having to take on two employees responsibilities. They are losing an employee who honestly loved her job and worked well as a team. Harper was a great asset to this company she has been there for 4 years she has gained so much knowledge and experience in helping managing the company, she know how to do her work well. Finding an employee just like her will take time.

• What do you think is the most demotivating part of Harper’s job?
  • The most demotivating part of Harper’s job is that she’s contributing and exerting more work into her position for the same amount of benefits as before. After her previous boss left, she was unable to balance her work life and personal life. Therefore, causing unnecessary stress from the workload that is not receiving enough recognition. Furthermore, while David understands and is attentive to the stress Harper deals with, he still decides to prioritize other employees and chooses not to be available. This, I believe, would be a big demotivator as well since she actively seeks help; however, she still doesn’t receive any from David. 
• If you were an HR manager meeting with Harper’s supervisor, David, what advice would you give to help them re-engage Harper?
  • Creating a culture of open communication will be the best strategy to help re-engage employees with their supervisors and build a more robust and happier work life. The ability to communicate, share ideas, and freely talk one’s mind out will help instigate a better work environment because Harper will discuss and negotiate her wants/needs with David without sacrificing his priorities. Since she’s stressed because she’s exerting more energy into a higher workload, she could discuss this problem with David, and they could negotiate more benefits for Harper. This simple strategy will increase employee satisfaction and maintain a happy work environment. 
• What would be the downside of losing Harper as an employee?
  • Harper is a powerful employee of the company. She’s a significant asset in the marketing department, and losing her will mean the company losing more resources in the long term. Harper’s a significant asset due to her experience and working in the company for four years. Losing Harper will mean the company will need to sacrifice money and time to find another employee with the same knowledge and experience as Harper. Moreover, if they find a new employee, the new employee will need months of training and time to adapt to the environment. Nevertheless, giving Harper slightly more benefits with the extra workload she already has will not be too costly for the company in the long term. 

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

In my opinion, the most devastating part about Harper’s job is that she is being overwhelmed by work and is losing her balance between her life and work duties. On top of that she is taking more responsibility to fill in a place that is not technically hers since she is covering some of the work that her old boss Jose used to do. It is also pretty unfortunate that she is not getting the recognition she deserves for the work she is doing.

2. 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 the HR manager I would advise David to be more comprehensive with his workers like Harper especially since she likes her job. Her job went from being something she liked doing to something that is causing her problems and issues so David should communicate with the workers more and try to aid them in any way possible. More than a boss he should try and build a relationship with his workers so they have more confidence in coming to him for any problems or difficulties with he job and so he could gain more trust in them as well. He should also value his employees a lot more and give them the recognition they deserve such as Harper who is doing more work than she should to cover a spot that was left empty by her old boss leaving.

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

The downsides of losing Harper as an employee would be that first David would have to find somebody to do the work Harper used to do including the extra work she was doing if not then he himself would have to do the work. More importantly, he would be losing a worker that actually likes doing her job which would be a big loss since that Is hard to find in some workers.

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

The fact that Harper is working more than she has to. Due to the amount of extra work she has, it is probably causing her to stress a lot, feel exhausted, and that is when a feeling of quitting comes to mind. Even worst is that Harper is doing more work for the same benefits instead of receiving a raise or some perks.

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

I’ll talk to David to see if we can keep Harper because she likes working for the company. We have to understand what is causing her problems. She can’t handle the amount of work, so what makes sense is to give her less amount for work and probably give her a small raise because she is a good worker and we want to keep her.

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

Harper has been a worker for four years; we will need to look for another employee if she leaves. It is a waste of time, resources, and money mainly because this new employee has to adapt to the job. So basically, losing Harper is a downside for the company because she is a worker, mainly because she liked working and was doing a good job.

1. The most demotivating part about Harper’s job is taking on extra work without any added benefits. Even if her extra job duties were interfering with her personal life I believe if she received any perks at work perhaps a financial bonus then being behind on her personal to do list wouldn’t make her feel so overburdened.
2. If I was an HR manager I would advise David to implement these fundamental principles that’ll help mend the employer and employee relationship with Harper. Every boss should make efforts to build a rapport with employees. Treat them as a friend, at least a peer. Not as a subordinate. Employees should be given respect, this will help employees be confident in their work ethic. All employees are adults. Give them that respect. Allow them enough autonomy in how they complete their work. Setting clear expectations on roles and responsibilities right from the start. An employer should also make efforts to motivate their employees. The key to motivate your employees on a daily basis is to be genuinely concerned about their lives, as simple as that. What I mean by genuine concern is that you always care about what they’re working on, their progress, the challenges they encounter etc. At the same time, provide them with feedback on their work and compliment them for their achievement. 

These are only a few of the fundamental principles that must underpin any employer-employee relationship. You won’t have to worry about inspiring them on a daily basis once you’ve established these. Employees would eagerly anticipate going to work each day.

3. The downside of losing Harper as an employee would be that the company would be lacking one dedicated employee. Harper is very team oriented and has been a member of the company since graduating college and seems like she would continue her career with the company if she was just treated fairly. Harper takes on extra work if she needs to which makes her a reliable employee which is important for a big company.

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

In my opinion, the most demotivating part of Harper`s job is that her new boss David cannot mentor her as Jose did. For an employee who is passionate about his\her work is very important to feel appreciated. To feel that he or she can grow so he or she can be able to perform 110%.

2. 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, I would advise David to spare one day a week for his employees. To be able to have open communication and listen to them. In Harper`s case, he should approach her and talk to her about her duties. Guide her and provide her with constructive feedback to prioritize her work and make her feel appreciated for her hard work. Moreover, he should pay her additional remuneration to compensate for the extra duties.  

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

Losing Harper as an employee would be an additional expense for the company because they have to hire a suitable replacement and spend time and money to train them properly. Additionally, Harper has been an amazing employee who has grown with the organization and has mastered the job responsibilities. It would take a lot of time and effort for the new employee to match that and reach her level of competence.