- What do you think is the most demotivating part of Harper’s job?
I think the most demotivating part of Harper’s job is the sudden leave of her team’s leader. Building up a working relationship with someone for years allows you to understand how they think and what their work ethic is like, and in doing so, it allows you to allocate a specific amount of time and energy toward your team’s end goal. When her team leader left, her workload increased in a way that didn’t allow her to maintain a healthy work/life balance. - If you were an HR manager meeting with Harper’s supervisor, David, what advice would you give to help them re-engage Harper?
The simplest first act would be asking if David implemented employee retention strategies, starting with giving Harper a raise. As she states, she’d been working in the same position for the last four years. To suddenly increase her workload without any sort of compensation for her increased contributions to the company is a surefire way to lose a valuable employee. The next step is to offer pathways to clear communication, the same way Jose did before he left the company. David seems to have trouble engaging with his employees and they feel as if they are expected to know what to do without any guidance toward their end goal because of it. - What would be the downside of losing Harper as an employee?
The downsides of losing Harper as an employee are numerous. As an employee who has years under her belt working for Marketable, Inc., she understands how things work and what the most efficient and effective line of action to take is when achieving a goal. Furthermore, her team is also reliant on having her around as there is a clear dynamic built between them, and losing her would cause that dynamic to crumble as well as having her workload pushed onto another team member. This further pushes the cycle of someone leaving and then having someone else be forced to take extra hours to meet the company’s expectations, leading to even less employee retention.
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