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

If I was in Harpers position I would find the lack of growth in my job very demotivating. Harper staying in the same job role for years even after she gained much knowledge and experience I’m sure felt very frustrating. And the fact she has a heavier work load than what is “expected” for her job load yet still has the same title is not motivating at all.

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 ask David if he has implemented any employee retention tactics. The first step I would suggest to David is not only giving Harper a raise, but also a new higher up work title. That in itself can really help drive Harpers ambition at work and also give her the want to be better at Marketable, Inc. Also making sure she has a good communication route she can take if her workload begins to be too much. Relying so much on one person for so many duties is not responsible for a company.

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

Employees like Harper are extremely valuable to companies like Marketable, Inc. Each employee makes a contribution to the success of a company. Losing employees can disrupt work flow and team dynamics. The cost of time for training and interviews for new employees can be very substantial.