Category Archives: Retention

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Retention

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

The most demotivating part of Harper’s job was probably the fact that she maybe felt as though she was not being heard or acknowledged. This probably made getting up and going to work way harder than it should’ve been. Communication is very big in almost all aspects in life so not having that might have just made things extremely hard for Harper.

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

If I were an HR manager meeting with Harper’s supervisor, David, the advice in which I would give to help David re-engage Harper is to communicate with her on a more personal level to get her to feel more comfortable with the fact that the both of them would need to be better moving forward in terms of working together. I would tell David to reassure Harper that she is not being ignored for all of her contributions and that he will most definitely be more attentive moving forward.

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

The downside of losing Harper as an employee would be the fact that she has been in the role for a while and losing her would mean that a lot of the structure in which was previously there would be gone. Not to mention all of the others who are a part of the team that would probably be disappointed to see her go all because of a misunderstanding in which could have been fixed. Losing Harper would mean it would be back to square one and that would be the worst for both sides. There are also implications that may mean others would want to leave for stability reasons as well.

Harper Jones and Retention

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

The most demotivating part of her job is that she is being left to take on additional responsibilities without the proper recognition or guidance, and it’s affecting her ability to have the work/life balance that she had previously had.  She’s having to take on more work to make up for her previous boss leaving, and with Jose gone, it has Harper acting in a capacity that is leaving her overworked and disheartened with her work experiences.  Overall, due to Jose’s position not being filled quickly enough, Harper is at a loss and feeling stuck.

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

I would advise David to schedule a 1-1 20-30min meeting with Harper as a check-in.  When giving this invitation he should communicate to Harper that the purpose of this meeting is so that she can express any concerns she has regarding her workload, ask for clarity regarding her additional assignments, and also so that David can communicate expectations regarding the additional work she is covering.  I also believe that prior to this meeting, David should also communicate within the invitation something which acknowledges her increased responsibilities and contributions in the absence of Jose. It should be something that is genuine and validating of Harper’s talents and the work she does.  I think it would also be wise for David to consider if there are others on the marketing team who may have a workload that is not as heavy, and who could help offset some of Harper’s workload.  I would then recommend that if there is someone else on their team who comes to mind, to propose the idea to Harper that there is a desire for her to have a better work-life balance than she has been having in Jose’s absence.

It’s important that David makes it clear that proposing this idea of giving some of Harper’s workload to someone on the team who does not have as intense of a workload is not because Harper lacks any talent or capabilities in completing the work, but because they desire for Harper to have a better work-life balance, as filling Jose’s role has taken the company longer than anticipated.  I would overall advise David to have a more open line of communication with Harper that will allow for her to seek the advice that she needs and to take the time to extend encouragement and praise even in passing moments to help build morale.  I also think it would be ideal to set aside time bi-monthly, for at least 2-3 months following this initial conversation, 1-1 meetings for 15mins where they could discuss her career development.  After these two months, they could move the 1-1 meetings to once a month.  The passing moments of encouragement and feedback on her work in addition to these 1-1 focused meetings I believe are essential and key to re-engaging her in her role.

I also believe there is the potential to consider within Harper’s career development that she could potentially be someone to fulfill Jose’s role. She has been with the company for four years, and if she is interested in a more managerial position, it could be a potential option for growth and career development within the company. This would need a pay increase for Harper if she were to fulfill this role, and the company would then have to seek out someone for Harper’s current position, however, it would likely be easier to onboard someone to fill Harper’s current role, than spend a few months more effectively onboarding Harper to be in a position where she can feel confident enough to manage two people of the marketing team, as Jose did (should she be interested).

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

The downside of losing Harper as an employee is that there would be a heavily increased cost for indirect and direct turnover due to the fact that she has been having to not only fulfill her responsibilities in her role but that she has had to take on additional work and responsibilities to help in filling Jose’s absence.  This would mean that the marketing team would lose another team member and that the responsibilities within her role would likely be given to the remaining employees, which could further increase the likelihood of those employees leaving the company should they be left with those responsibilities for too long (or even at all, as they may also have increased workloads as a result of Jose’s absence).

Harper has also been at the company for four years, so she is very familiarized with company procedures in a more intimate capacity.  This would mean that whoever would replace her in her role would likely need more time to become as acquainted with these procedures as Harper was, and the “training period” could potentially be even longer than typical because of how Harper had years of familiarity and experience solely within Marketable, Inc. There would then be two new members who are not as familiar with Marketable, Inc. as there would be a new hire for both her role and Jose’s. As previously suggested though, should Harper be interested in taking on a more managerial role, she could take over Jose’s previous responsibilities, and it would likely be “quicker” for the company to find someone to onboard who would be in the position that Harper would have previously held before being internally promoted.

Harper’s Solution

It is very common for what Harper is feeling. Humans for the most part do not enjoy change and it can be difficult to acclimate to change. This with added on stress could make anyone feel defeated.

The first tip I would suggest for anyone being in this situation is to voice their concerns as well as needs that could help on finding a solution. It looks like Harper has tried to express her concerns to her new boss. But it seemed that her needs weren’t not met.

The next step would be reporting the issue to HR. Here HR can coordinate with David on an action plan. The first step is seeing if filling Jose’s positions would be in the companies best interest. If there is an ability to fill his position promoting Harper will be a huge advantage for the company. She has been with the company for about 4 years and worked under her previous boss very closely. If not hiring someone into Jose’s position is not feasible then steps to showing acknowledgment the good work Harper has been doing needs to begin. The company can also use other employees to delegate task to so Harper doesn’t feel all the pressure themselves.

Losing Harper would cost the company more money because they will need to find another person to fill her position and train them which take a lot of time and energy.

Retention

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

Harper Jones is a 26-year-old marketing coordinator at Marketable Incorporation. She had the same role since she was 22. After Jose left, Jones had some difficulty trying to catch up with the workload. The most demotivating part of Harper’s job is her not being heard. Harper Jones had to take over Jose’s work since the company didn’t find anyone else for his position. Harper understands that David has many more responsibilities; however, she feels stressed because there is no one to talk to.

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

If I were an HR manager, I would tell David to check up on his employees. As an HR manager, I would get that David has a lot on his plate; however, other employees might be struggling too; this can lead to workers quitting, which would not be suitable for the company. I would also suggest finding a new employee to cover Jose’s role so other employees won’t have to do more than they were told to do. Not finding someone to cover Jose’s position can lead to employee burnout.

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

Losing Harper as an employee would be appalling for the company. Harper Jones has been doing all the work Jose was supposed to do. Losing Harper would mean the company would have doubled the position to do. The company won’t be able to finish tasks on time which can lead to stress and financially affect them. Harper has also been with the company for four years, and if they find someone else, maybe the person they find won’t be able to do the work as well as Harper.

A Case of Disengagement

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

The most demotivating part of Harper’s job is that after the change of boss Harpe starts getting more jobs with the same pay. and the new boss doesn’t feel like she is being recognized for her contributions.

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

As an HR I will advise him to learn more about his workers on the job and maybe get a meeting for all the workers to speak about what they worry about.

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

by losing Harper her workplace will take a long time to lead the new worker get on to it.

Retention

If I were in Harper’s shoes I would feel happy at first because I would think they trust me enough in order to take more responsibilities but later on I would probably feel like they do not care about how much stuff I have going on and how I am handling it. I would say that what discourages Harper the most is that she does not find someone to support on when she is overwhelmed with work and responsibilities and maybe the abandonment she feels by the company or superiors since she does not feel recognized or appreciated by her performance.

I would advice David that he could try to organize a little better the distribution of time he has to manage different areas or to get in contact more often with Harper regarding concerns she might be having and provide with suggestions or refer to different facilities and resources. Since he has more people under his charge, it might be difficult for him to involve more in deep in everyone’s situation but it is also important to show that even in that position, a little time to at least listen to your employees’s difficulties is appreciated. He could also offer benefits for the future as compensation for when they find someone for the position she is assuming at the moment. Like, a paid week vacation or something that she would appreciate.

Harper has proven to be an outstanding employee by stepping up when there was no one else to take charge and be responsible of that empty space that they had. By losing her, they would be losing someone with the potential for career development in the future or someone with the potential to lead. And even without those options in mind, the company would be losing a great employee and all the expenses that come with it, like ending a contract and finding someone to replace her.

Now that we learned more about the turnover of a company and the process of hiring, we know that the company is suffering from that empty position. The efficiency of the area or department may have decreased, they are spending money while advertising and looking to recruit. So, if we add to this losing Harper, the situation could only get worse because the remaining employees would be even more overworked and that could decreased their job satisfaction and so on. It is like a cycle when companies loose competent employees.

Retention

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

Harper is unmotivated since Jose is no longer her supervisor and her new boss David is not as close and friendly with her as Jose is. Also, due to the increased workload, she lost her work-life balance, which prompted her to think about leaving the place of work, which she used to love.

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

In place of an HR manager, I would advise David to reconsider his relationship with employees and the conditions that he provides to them. For example, he should have known the employees better in order to better understand them and take into account their condition. David should also distribute all assigned tasks between employees evenly so that, as in the case of Harper, she is not overloaded. He can also organize awards for employees, like Harper, who take on a lot of work.

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

The disadvantage of losing an employee like Harper would be the loss of a skilled, experienced worker.  Also, hiring a new employee may not always be profitable. For example, it will take time and a loss of money to train new employees. It is also not guaranteed that a new employee will work with an already formed team.

Retention 

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

Harper is unmotivated because Jose is no longer her supervisor. She isn’t connecting with her new boss David. Haper’s workload has also increased, affecting her work and personal life balance. She feels overworked and unappreciated and considers leaving the job she loves.

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

If I were an HR manager meeting with harpers supervisor David, I would advise that he award Harper with bonuses for her loyalties. In addition, I would inform David to get to know his employees outside of work and reassure them that they are a team and that he values them. I would also advise David to distribute the workload evenly amongst the employees and allow them to leave early some days.

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

The downside to losing an employee like Harper would be losing an employee who is qualified and maintains corporate performance. Unfortunately, Harper’s knowledge and skills are difficult to replicate because of her time working there. In addition, hiring a new employee is more expensive and time-consuming for the company’s resources.

Retention

Retention

Retention
• What do you think is the most demotivating part of Harper’s job?
Harper’s demotivated because Jose is no more her supervisor. She is not having an interaction with David was a new supervisor as well as her workload also increased under his supervision which also demotivated Harper. She was having the work-life imbalance issues which affected personal as well as professional life negatively.
• If you were an HR manager meeting with Harper’s supervisor, David, what advice would you give to help David re-engage Harper?
As a Human Resource Executive, I will advice David to focus on develop a work environment of free interaction as well as open communication. This will help the employees to communicate their problem to supervisor. It is also suggested to David to focus on implement the practices of work-life balance. Even the one-to-communication is required between David and Harper to develop a bond and trust. The workload should not exceed a certain limit in order to help Harper to have work-life balance. For motivating Harper, David should give compensation and awards Harper on her achievements.
• What would be the downside of losing Harper as an employee?
By losing Harper like an employee, the organization will have loss of money spent her recruitment, selection, performance management training as well retaining in the organization. Even the company’s HR manager is required to recruit and select the new employee as her replacement, which will increase the cost of hiring as well as training. This requires the investment of time and money of the company which is very expensive to the company. It also does guarantee that the new employee will adapt the culture or being a competent like earlier employee.