I believe the most demotivating part of Harper’s job is not being recognized or praised as a vital employee. Harper has been at the company for 4 years with the same job title. Her former manager has left six months ago, and she has been accepting additional work to help fulfil his responsibilities, along with her tasks. Harper had great communication with her former boss Jose, which he empowered her, and therefore she felt valued while he was the manager. Now with the new manager David, Harper feels like she is being overworked, and her work is unappreciated. Harper has reached the point where she is considering leaving the company, because she is overwhelmed.

My advice to David as an HR manager would be to first meet with the entire staff. This provides the chance to set the tone, and clear expectations that need to be honored by your employees. Solicit feedback and accept their input, they need to feel as you are one team, one goal! The employees should be able to set their expectations of their manager in return. I would then meet with the staff individually after this is done. During individual meetings you can address any performance opportunities, set goals with each employee, and get a sense of each of their strengths and areas of improvement.

David must make time for Harper specifically and meet with her one on one. He should commend her on taking initiative, and stepping up since her previous manager Jose has left. David should ask Harper what her goals are, or future career plans with the company. He can also ask her for feedback on the all the extra work that she has been doing, to try to find a more efficient division of labor. Harper has been at the company for a few years, so she has a lot of knowledge and experience to contribute. This is most vital to the company’s bottom line and productivity. David should just listen and accept Harpers ideas or viewpoints. David should set S.M.A.R.T. goals with Harper, and schedule time that they can meet to follow up on her progress. He should continue to empower Harper, and give positive feedback, or constructive criticism when needed.

The downside of losing Harper as an employee would be detrimental to Marketable inc. Harper is a key component to the company. Her assertiveness and determination have demonstrated that she does care about her job, and the company. This type of employee makes the manager’s job easier, because you have a competent subordinate that exceeds expectations. In my experience you must hire at least 20 people, and you’re lucky to find one employee with the same work ethic as Harper. Losing Harper can affect the moral of the company also. The other 6 workers are either going to attempt to fulfill Harpers shoes, or eventually leave the company also. From a managerial perspective, an employee is your biggest and most important customer!