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

Since Jose is no longer her supervisor, she is largely unmotivated. She hasn’t had many conversations with David, her new boss. However, he has increased her workload, making her feel overworked and leaving her with little time to balance work and her personal life. Jones is considering leaving the group because he feels overworked, undervalued, and disconnected from its activities.

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

As manager, I would counsel David, Harper’s direct boss, to establish an environment that values open and transparent communication. To help Jones organize her work schedules and feel a part of the team, David should set out some time each week to talk with her. In order to assist Harper achieve a balance between her job and personal life, David should also assess Harper’s workload and assign some of her present responsibilities to other employees (Scalco). Harper should receive greater compensation.

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

The cost of losing Harper as an employee will be borne by the company. The expense of hiring a qualified successor is more than the cost of keeping current, productive employees. The new employee will also require training on the company’s culture and principles. This task is expensive since it takes a tremendous amount of time and resources. However, Jones has assimilated the company’s core values and developed with business, therefore it would take time for the potential replacement to become as competent as Jones.

Final Reflection:

Harper is unmotivated because Jose is no longer her supervisor. She isn’t connecting with her new boss David. Harper’s workload has also increased, affecting her work and personal life balance. She feels overworked and unappreciated and considers leaving the job she loves.The encouragement of career advancement through educational compensation and benefit plans are potential additional variables. Having said that, the MOST crucial thing would be to recognize employees’ efforts, encourage a culture that supports their objectives, and value their values, as these things could have a beneficial impact on the firm. On the one hand, it will lower the cost of hiring new employees and replacing existing ones, and on the other, it will help the business develop a positive reputation that will benefit its brand and public image.

If I were an HR manager meeting with Harper’s 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

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.Given that Harper will still be leaving behind five team members, their morale will suffer in addition to the training and expenses involved with her leaving. If one of your finest employees decides to resign, it sends a message, and it’s not a nice one.

It’s without a doubt that employee retention is crucial to run a successful business. Reading this week’s unit materials reminded me of my first job at a grocery store and my years of experience working there. I was fifteen years old and started a position as a cashier. I didn’t care for the job during my first years there, but as time passed, I was promoted to a supervisor role, and my responsibilities and duties doubled.

My boss told me they trusted me because of how “reliable I was and how much I was able to resolve store issues well.” I believe it was just my work ethic, competence, and character. Sure I think that when you work hard, it will be recognized; in my case, sometimes it was, and sometimes it wasn’t. While being a supervisor, I had to train the new hires, and I remember the excellent feedback I received from them once they got the hang of the job. It felt good to hear that because I never gave myself enough credit for the work I put into the business.

In my last year working there, it was then that I felt like I was perceived inaccurately in ways where my managers were pressuring me to finish specific tasks on such short notice. I then felt like a giver, reporting to the takers. There were times when I was very overwhelmed, and then I snapped back at my managers. During this time, it is where I felt like I had broken some trust with management, but I felt the same way toward them.

After reading about Harper’s experience at Marketable Inc, I think the most demotivating part of her job was the departure of her previous boss Jose. It’s clear that she was able to communicate well with him under his management, and he greatly appreciated her work. Unfortunately, she feels the complete opposite with her new boss, David. Due to the additional workload and David’s inability to advise Harper properly, she is contemplating leaving Marketable Inc, even though she loves her job.

If I were an HR manager meeting with David, I would advise him to create an open communication culture and make his employees feel valued as a priority. Especially his higher role of being a “boss,” his job as a leader is crucial. According to the article “8 Effective Employee Retention Strategies,” Managers/bosses must be open to listening and respecting when team members speak their minds and address conflicts in the workplace. In this case, David must be available to listen to Harper’s feelings and what she has to say about the company taking too long to fill Jose’s job role. The article also mentions that employees contribute a huge percentage of their daily lives to their jobs, so I agree that it is essential for employees to feel valued. David should apply this to Harper since she feels she hasn’t been recognized for her contributions at work.

There are downsides to losing an employee like Harper because losing valuable employees can disrupt organizational performance. There are possibilities for Marketable Inc to invest in Harper’s career development since she has been in the same role for a couple of years now. Hiring new employees can also be even more expensive and time-consuming due to finding and training new hires, and why not keep employees who love their work like Harper? From my personal experience, I didn’t leave the job on bad terms with the company. During my resignation, I told them how much I appreciated the opportunities given to me and wished them the best in succeeding.

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

The significance of employee engagement is vital for any organization. Undoubtedly, employees have the power to make or break a company therefore, it is very important to prioritize them. You see when you prioritize your employees, you indicate to them that they are more than just a worker who was hired, you show to them that you value them, their well-being, and help them on how to progress in their career. In order for an organization to flourish it must ensure the sustainability of its employees. 

Let’s take in consideration the case of Harper Jones who is 26 years old and is a Marketing Coordinator at Marketable, Inc. Her interest in her career at Marketable, Inc has declined right after her prior boss, Jose left and from then has a new boss named David. Harper stated that with her former boss they had a great bond, and he was very informative in his communication with her. As a result, Harper always had a sense about what was going on in her workplace. However, with her new boss David, she’s now having a tough time at work. David doesn’t devote in assisting Harper in her work like her prior boss did. Additionally, since the departure of her ex-boss, she was then left to take over some of his responsibilities which was making her burn out due to the loads of work she has to do now. On top of that, Harper is feeling invisible and unappreciated in her workplace so she’s having thoughts on leaving the company. When I put myself in Harper’s shoes, I would feel the exact way she is feeling towards her job. The drastic shift from having a boss I had a great bond with, prioritized me and my work to a boss that rarely ever speaks to me and doesn’t acknowledge the struggles I’m going through at work can definitely be my breaking point. Which is why I sympathize with Harper because she stated herself that she loves the work she does at Marketable, Inc., but the negative traits about the job are starting to outweigh the good. 

The most effective employee retention that will work best in Harper’s situation would be creating a culture of open communication, making it a priority to help employees feel valued and to not overburden them. To create a culture of open communication in Marketable, Inc. can be one way to enlighten the issues Harper is facing. She can address her troubles at work with her boss David and both can come to a solution on how to assist her in her work. Moreover, communication is key to a positive work environment and makes certain that the employees are well informed on what they need in order to thrive at their jobs. Which is what Harper needs in order to not feel lost and be aware of what’s going on at her job. Furthermore, making it a priority to help employees feel valued is essential in Harper’s situation. Harper Jones emphasized that she feels as though her new boss doesn’t acknowledge her work and is rarely ever available to help her when she needs to be advised. Once Marketable, Inc. makes it a priority to help employees feel valued, it will alleviate Harper’s situation. Harper disclosed that she has been doing an immense amount of work that she has ever done before and feels like it’s going unnoticed making her feel disregarded. To avoid losing Harper as an employee, Marketable, Inc. should express gratitude for her hard work being put in the company. The article “8 Effective Employee Retention Strategies” written by Dan Scalco, founder and marketing director at Digitalux states “Employees contribute a huge percentage of their daily lives to enhancing a company’s bottom line, so it’s essential that they feel respected and valued.” (Scalco) The role Harper Jones has at her job is important just like any other employee and it’s significant that the organization displays their appreciation for them and not overlook their deeds especially when they’re doing more work for the job than they ever did before. In addition, another effective employee retention that works best for Harper’s situation is to not overburden employees. For an establishment to overwork their employees, it will only potentially harm the company itself due to having employees that are lacking ambition and the desire to stay working. Harper highlights that since her former boss has left, it was now her duty to take on some of his responsibilities and as a result she had a plethora of work that would affect balancing her work responsibilities and her life out of work. Not overworking your employees will create a healthy work environment and as an outcome the employee’s productivity will rise. In connection to Harper’s situation, not overworking her will be better for her mental health and she’ll have the desire to go to work and do her job with a positive mindset like she used to rather than being excruciatingly exhausted and burned out. 

I believe that the most demotivating part of Harper’s job is being overworked. I say this because being overworked can take a huge toll on you mentally and physically. When that happens, an individual would usually start to lose motivation in doing a good job at their work, won’t be able to stay focused, will be stressed most of the time and it can affect them negatively outside of work as well. If I were an HR manager meeting with Harper’s supervisor, David, I’d advise him that he should do frequent check-ins with Harper personally as needed. Where both of them communicate with one another but most importantly, David listens to Harper and finds a way that will help her feel best at work and in the work environment as a whole. He should make an effort to recognize her contributions at the job, ensure to be available whenever Harper needs advice and focus on her development. Also, to give Harper Jones an appropriate amount of work that will prevent her from being overburdened and hire someone suitable for the job that will fill the role that Jose once had. The downside of losing Harper as an employee is losing someone that genuinely loves working for the company. Most of the time, employees work for the salary but having an employee that loves what they do, and their work performance is phenomenal isn’t as common. Additionally, Harper continuing to work even though she was feeling burned out and stressed displays her being hardworking and committed to the company so, if they were to lose her, they would lose an ambitious and conscientious employee that enhances their company. Overall, it should be vital for organizations to be engaged with their employees and assist them in order to prevent them from leaving.