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

The most demotivating part of os Harpers job is that she was given an overwhelming workload. Being in a position where she is carrying the work of her boss who had left. Harper wasn’t given assistance which was important for her efficiency in the work that she had to present. Although she has been working there for four years and personally enjoyed her job. Regardeless of loving her job, she was taken advantage of and wasn’t acknowledged for how hard she was working with the high workload that she was given.

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

Personally, if I were an HR manager talking with David I would first check in on her and make sure that she is ok mentally. After that, I would guide her step by step on what she needs to do and what she do to make it easier for herself.  When carrying out meetings, David can be able to see what they are missing so she can fix it along with working with seeing what the other teams are missing. Lastly, setting up goals with Harper will give her structure in what to look forward to and keep her going.  Helping her create a plan for these goals will create a confident approach to her work and feel less overwhelmed and more organized. When marketing and development plans are highly encouraged due to employees improving their performance, and succession planning along with career advancement. 

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

Harper has been working with the company for many years.  While being in this company for those amount of years, means that she has experience. She is a hard worker and when they required someone to fill in she took in this position. She still persevered through it and tried her best to balance her work and her social life despite feeling behind in her to-do list.  She also loves her work meaning there is passion. The hardworking and passionate workers are the ones that bring growth to the company and Harper is among them. 

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

The most demotivating part of Harper’s job was when her boss Jose had left six months ago. It was a big disadvantage for Harper because her and Jose had got along well. Things always seemed to go smoother when Jose was her boss, but ever since he had left, Harper has had to take additional work which had affected her work/life balance. Also Harper’s new boss David didn’t help much either as he manages the whole team, which resulted in him having less time to dedicate to helping her prioritize her work or focusing on her development.

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 were an HR manager meeting with Harper’s supervisor David, some advice I would give to help them re-engage Harper is for one, make his employees feel valued. This would help Harper know that her work is valued and is being recognized for her work . Also, create a culture of open communication. This will help Harper be able to speak her mind and how she has been feeling lately about working for Marketable inc. This will help come up with a. resolution on how to change certain things, and will make her feel heard so things can change and get better while being an employee there.

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

The downside of losing Harper as an employee would result in less productivity and could potentially affect the companies financial resources. Especially knowing that Harper was taking over most of her prior boss’s work overload swell, so losing Harper would result in accumulating more workload for the company. An important employee, especially one who’s been there for years can take a toll on the company. It can take drain on the company’s staff and financial resources, limit productivity, damage morale, etc. This is why employee retention is important, keeping key employees will have a benefit on the company overall.

1. The most demotivating part of Harper’s job is the lack of communication that she has with her new supervisor David. Harper was accustomed to having an open line of communication with her previous supervisor Jose that she no longer has. In the past, Harper was able to express issues and concerns and be afforded assistance and direction by Jose. David does not seem aware of Harper’s workload and I believe the problem starts there.
2.  I would discuss with David the benefits of having open communication in the work environment. In Harper’s situation David should be aware of the additional workload that Harper has inherited due to Jose leaving. This would not be an issue if Harper trusted David enough to have these conversations with him. David can correct this by having established meetings to go over issues with all of his team members, chances are it’s not just Harper that is having these issues with David. I would also advise David to set some time aside to learn the roles of the members that comprises his teams. This way he would have a better understanding of their roles which would put him in a better position to direct them and also create reasonable expectations for his teams. I would also advise David to come up with goals and employee development plan that details his developmental plan for his teams.
3. Harper has been with the company for 4 years, so there are many downsides to losing her as an employee. Harper is an experienced and knowledgable employee. She was able to take on additional work and responsibilities after her supervisor departed without the mention of being trained on those additional tasks. Harper also displayed her loyalty and commitment to Marketable, Inc. Harper is not being recognized for her work and contributions to the company but is still performing at a level where it’s impacting her work/life balance. It also seems like the company is already having a hard time replacing Jose, so if Harper leaves then the problems will just compound and start to impact the other team members.

1. The most demotivating part of Harper’s job seems to be her increased workload and a lack of recognition for what she does. Ever since her former boss left, she has taken on added duties but her present one, David, appears not to have sufficient time to assist her in organizing what is important or help develop her career. This lack of support and acknowledgment can be highly de-motivating.

2. If I were an HR manager talking with David, I would advise him to schedule one-on-one meetings with Harper regarding workload, priorities, and developmental goals. David must demonstrate his appreciation for Harper as a contributor and willingness to back her up in the capacity assigned. Besides this, David could think about distributing some of Harper’s tasks or giving more resources to enable her to manage them properly. Acknowledging the efforts that Harper makes and providing necessary support will aid in re-engaging Harper and improving job satisfaction.

3. If Harper left the company it would be a drawback to losing her as an employee since she has worked for various years there, and she is a precious colleague whom the company cannot afford to lose. It is evident that Harper’s commitment to her job is unwavering and she possesses a clear comprehension of how things are done within the organization plus its atmosphere. Her leaving can result in lowering team spirit if they feel overburdened with additional tasks or apprehensive about what awaits them after that. Moreover, searching and training for another staff person in place of Harper will require time and effort which might also affect the productivity of the group in the short run.

1. The most demotivating part of Harper’s job is she doesn’t have someone she can rely on to help her prioritize her work and focus on her development. She is having a difficult time finding a work/life balance. This has led to her feeling like she isn’t being recognized for her contributions. Harper would appreciate better communication from her boss, as it would make her job easier to handle.
2. If I was an HR manager meeting with Harper’s supervisor, David, the advice I would give him to help reengage Harper is to create a culture of open communication, make his employees feel valued, and create a positive work-life balance. These are three effective employee retention strategies that I feel would best help Harper’s situation. Communication is the key to a healthy work environment. When workers feel valued they will gain motivation and feel like they are actually needed and appreciated for the work they do.
3. The downside of losing Harper as an employee would be it raises concern to other employees in the company. She is 26 years old and has been there since she graduated college at 22. 4 years of working in the company, then suddenly leaving would make fellow employees curious as to why she wants to leave. If Harper expresses her reasons for wanting to leave to her coworkers, it may make them realize the changes in the company since the old boss, Jose, left. This could be an eyeopening situation for them and could lead to them wanting to leave as well. 

• • Harper feels as though her contributions aren’t being recognized, which is quite damaging to her morale to engage in her work. Sure, her increased workload, and lack of boss to go to for any problems is quite demotivating as well. However, in the end, if all her effort, time, and work isn’t truly appreciated. Then she will feel as though Marketable Inc. has failed her, she will feel as though doing the work is completely pointless. Which led her to believe it was best to move on from Marketable Inc. to another company. 

• • Strategies 5, 6, and  7 best apply if I were an HR manager giving advice to David, Harper’s supervisor. Harper who is overworked and undervalued will eventually lose all motivation and ability to continue her work. David must not only reevaluate Harper’s workload to reduce the possibility of burnout and restore her work/life balance. But also to allow her to regain her motivation and desire to continue her work. Lets not forget, properly valuing Harper’s contributions to Marketable Inc. Yes, David is quite busy, however that isn’t an excuse to ignore the effort and time people like Harper make in order to keep the company operating properly. Harper must be properly rewarded for her contributions, she needs to feel good about the work she is completing. Especially since her workload has increased.

• • If Harper were to leave Marketable Inc. the impact may cause a domino effect. This is because other employees will eventually know the truth of why Harper left, how she was treated, and how she felt invisible. The others may think, “If it happened to her, it may happen to me as well, do I want to be treated like that as well?” It will send ripples through the company, leading employees to question whether they matter to the company or not. Losing Harper will also lead to another empty position within Marketable Inc. and someone else must now take an increase in workload to compensate for Harper’s absence, along with her prior boss Jose. This will lead to another overburdened employee(s), which will lead to decreased productivity and plummeting motivation to continue working. The foundation of Marketable Inc. is already compromised, any further damage to such a foundation, will lead to larger and more damaging effects and losses. Which Marketable Inc. wont be able to handle, which can possibly lead to the company slowly collapsing. 

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

The most demotivating part of her job is taking on the task of additional work to her schedule and having a harder time balancing work/life. Also, Harper feels like she is always behind on her to-do list because she has a new boss

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

I would tell David that he should have monthly meetings with his employees to talk about what is going on/where are people since he is new and it would build a good work relationship if he can better understand his employees. I would also set due dates and time frames to ensure all the paperwork is being done promptly to make sure everyone is responsible for their part in the company, there should also be some type of training that all the employees should do just so David doesn’t have to manage everyone at the same time. Set a time to appreciate the employees when you see them doing something

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

A downside of losing Harper as an employee is how hard-working she is as an employee and the dedication she put into the company plus the bond she built with the other employers she has been working at the company for 6 years so there should be some type of concern on why she wants to leave

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