After reading the case study, ” A Case of Disengagement ” there were a couple key points to take away. The main one and the one that I feel is the most discouraging part of Harpers job is the fact that the work she has done has gone unnoticed. It is basically as if she has been nonexistent for the past four years. One can only imagine what Harper has gone through, especially with the departure of her previous manager who was there for all kinds of support. Harper has become disgruntled with the lack of acknowledgment she has gotten for all the extra work she has put in.

If I was an HR manager meeting with David in regards to Harpers situation my number one suggestion would be to ask questions. Ask Harper if she is okay ? How is she managing the workload ? How has she handled her previous supervisors departure ? These questions can build a foundation for David to know and understand what is going through Harpers head and he can use that as an idea for how to begin building his relationship with her. After that relationship is in process of being built I will focus on the workload. I would suggest holding full team meetings to accordingly split any extra work instead of having Harper pick everything up on her own.

Harper leaving the company can potentially cause the downfall of the entire business. Harper seems to be kind of the glue to everything. She has taken on the extra work that if not done could have become a bigger business issue. Not only that but Harpers hard and determination works as a tone setter for everyone else in that company to follow and use as momentum for each other. If she leaves it will lead them to struggle even more which can result in the departure of other employees.