Employees are the foundation of every organization. Without labor, things would not get done and that is why it is very important for organizations to ensure treating their talent in a proper manner. Many ways in which corporations discourage their employees from staying at the same job is certain salary, however, salaries might intuitive, but it is not the only thing. For that reason, businesses must consider other factors when accounting for why the employee turnover rate (i.e., quitting) is very high. For example, specifying tasks in employees are required to complete is very important to building expectations for employees on their role in the job. Other factors may include incentivizing career development through education compensation, and benefits packages. That said, the MOST important thing would be valuing the work of employees, promoting a culture that supports their goals, and valuing their values which could reflect positively on the organization. On one hand, it will reduce the cost of training and replacement of talent, on the other hand, it would build a good reputation for the organization which improves the brand and public image of the company.
Though Harper is not a real person, one would appreciate what happened to her and realize that it happens to everyday employees. After reading the case study report, it is apparent that after Harper’s former manager, Jose, left the organization, she had to take additional responsibilities to cover his departure. Hence, Harper got burned out and demotivated since, unlike her former boss, David is less forthcoming, and seems not to follow the 6th point of the Zippia article –that is, “Don’t overburden employees.” In addition to burnout, the organization seems to have lacked the 4th point in the referenced article. The reason for honest and open communication is had been six months since Jose’s departure and Harper was frustrated. The organization should’ve been more proactive in spotting frustrated employees and finding solutions and strategies. Harper seemed to have hit her tipping point when the company did not find a replacement for Jose after six months and it seems that the “straw that hit the camel’s back” is her work was not being recognized.
Furthermore, had I been an HR manager, mentioning good resources that will help David take a new perspective would be helpful, such as the referenced article. David should’ve held a meeting on his first day and understood what role did Jose play in the organization and was considerate enough to recognize burned-out employees and proactively reach out to them.
The biggest downside of losing an employee is training!! Ford paid relatively higher wages than others at the time, establishing a 40-hour week because he recognized that keeping talent and skill is very important. Besides training and costs associated with Harper abandoning her job, given that five members will remain in the team, their morale will be negatively impacted. It sends a message if one of your best employees decides to quit, and it is not a very good message.
Cheers,
Saleh
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The key to the success of an enterprise; employees are the needs of enterprise development, and the quality and vitality of employees become the fundamental driving force for enterprise development.
The development of the enterprise requires the support of a well-trained and strong executive team. At the same time, in the process of enterprise development, it is necessary to continuously develop and improve the quality of employees, and to mobilize the enthusiasm and initiative of employees. Only in this way, enterprises can develop and grow in the competition.
Let’s start with the case of Harper Jones, who has been with the company for four years in the same role as Marketing Coordinator for Marketable, Inc. After Harper’s former manager Jose left the organization, she had to take on additional responsibilities to cover his departure, so she was frustrated and couldn’t balance work and life, and in Harper’s case, the solution I felt was You have to give priority to the voice of the employees and understand the needs and expectations of the employees. When you feel that Harper Jones is under a lot of pressure, whether it is recruiting a person to split the responsibilities, or increasing the salary, you clearly communicate to the employee what you expect from him, And also let employees know their importance. When employees know that they are important to the company, they will be more motivated to work and provide employees with opportunities for growth and appreciation. This is to stimulate employees to improve work efficiency and engagement. It is a good way to build a good relationship with employees, and the loss of Harper’s employees who love their work is a loss for the company. Generally speaking, it is not necessary to communicate with employees frequently to solve problems.