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

The most demotivating part of Harper’s is that the prior boss she gets along with really well left the job and her new one gives her less time to help her prioritize her work and doesn’t realize that she is stressed out because ever since her first boss left she has taken on more and responsibilities and because of this she doesn’t feel like she is being recognized for her hard work.

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 was HR I would tell David to make sure the employees feel comfortable communicating with each other and to make sure that each employee feels valued this will build trust and can make Harper feel more confident in talking/asking for help whenever a conflict arises and if Harper decides to mention anything about her work load I would recommend him to help her out while also looking for someone who can do her extra work.

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

The downside of losing Harper as an employee is that the company would loose an employee who truly loves her job and who is willing to sacrifice and all that extra work that she was doing for her previous boss and hers will fall onto someone else and they will be more behind.

The most demotivating part of Harer’s job is that she has been in the same role for 4 years and never was promoted. Since her previous boss, Jose, left the company, she has been taking on additional work to cover some of his late responsibilities. Along with all of that, she feels like there is a lack of communication. If I was an HR manager meeting with Harper’s supervisor, David, I would advise him to incorporate some of the 9 effective employee retention strategies to help keep valuable employees like Harper. 

The first strategy that I would advise David to take is number 4 in the 9 effective strategies which is to communicate. Creating a culture of open communication is very important to cultivating a good relationship with colleagues. Doing so will allow Harper the space to address any grievances and any other problems she may be facing. This strategy will allow everyone on the team to have a sense of collaboration and will also build trust in senior management. 

Secondly, I would encourage David to train and mentor Harper to be able to take her former boss’s role. She would be an excellent candidate for the role since she is familiar with the job duties and has already taken up some of its responsibilities. Doing so would be a flawless execution of effective employee retention strategy number 1 which is having advancement opportunities for employees.

If the company were to lose Harper and the likes of Harper, it would take a big blow to the overall health of the company. It would have lost a talent that would most likely take a long time to replace and train. The outcome is a loss of productivity and resources. And if it becomes a habit it will be bad for the company’s culture and would damage morale among the staff.

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

The most demotivating part of Harper’s job is definitely the feeling of the lack of support, that is being provided to her to help understand the tasks being added. With this lack of support, there is also a possibility of feeling disconnected from the rest of her team.

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

Based on the methods that were mentioned from the article, I think three methods could be used in order to help re-engage harper and make her feel connected to her entire team. The first method I believe that would be good is to have her speak her mind about what is going on with her situation and have her speak as clearly as possible with David. This should help Harper feel to have less of a burden on her shoulders for the time being. The second method I think would help would be for her to feel some appreciated as she is tackling more than she was used to handling for tasks and trying to step up on her part as well. The third method that ties in with this would be to help her have less tasks on her plate in order to prevent burnout as it seems like she is reaching that point.

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

The downside of losing Harper as an employee would be that it would have one less person on the team which means her tasks would have to be given to someone or split amongst others and causing slower productivity and a decrease in morale. There is also how the team and David will be viewed inside their work environment if there were to lose Harper as it would look like many people are choosing to leave the group/company since Jose left.

• 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.

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

The most demotivating part for harper is, she feels like she doesn’t have an outlet to discuss how overwhelmed and over worked she feels. Harper went from a normal work life balance to her job now consuming most of her time. She also doesn’t feel appreciated with the extra load she’s taken on.

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

I’d let the supervisor know to distribute the tasks to everyone on the team, to allow a more even workload so that no one person feels more overwhelmed than the other. As well as try to conduct more interviews to fill the spot of Jose to get everyone back on track.

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

If Harper leaves the job not only is the company losing a really good employee, but now her work, on top of the work she was already covering now has to been given to another employee, therefore continuing the cycle of an extra workload and now potentially causing a snowball effect of more employees leaving.

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.

When I was reading the case study and also comparing it with the retention strategies that could help the case, I found some problems that contrasting between the reality problem and the truth of the effective way to keep up with the valuable points of having a long-term and loyal employee. There are so many factors that generating these mutual problems and, in this case, there were some of them that could be fixed by doing some re-vamp of the company’s base structure.

First of all, I feel that the most demotivating part from Harper’s job was because of the less supporting working environment that she had before her prior boss left the company and she did not receive the same expectation work-flow that she got before and also received less support and aware from her current boss. I know that as an upper-level position, they have more power and authority to manage the rules and allowance. However, it must be re-organized in order to keep up the work ethic of each employee and I believe re-calibrating the job-desk of each manager or equivalent positions that handle the employee are also important and account significant result that can be the key for the productivity of the company. This can be done by hiring more managers or even supervisors that can take care a smaller number of employees at one time and making it more intense also focus that generates higher effectivity rate of each employee work result.

Secondly, if I were chosen to be HR manager of Harper’s boss, I would try to find out the most effective way for it by finding out the case problem either by asking the supervisor, David or even better directly into Harper. Since we all know that most of cases are people lack of power to talk out since they all know their place and position in a company and I would strongly say that caste roles are still out and not everybody are brave enough to say it. That is one of the reasons why as a company, they have to choose an appropriate supervisor or higher levels position with the capable knowledge and experience to take care and handle massive amounts of heads. And I feel after this change is done, It could really help and fix the problem and find out what is the best solution to keep up with the working phase and also keeping the turnover rate of the employee on the level that it has to be.

Lastly, there are many downsides of losing a loyal employee like Harper, the main reason is that is really hard to find out the same capable individual that can handle the same amount of workload that the existing employee by short amount of time and training. Everything takes process to be in their more advanced situation and not everybody can do that. And also, it creates higher turnover rate and also affect the company resources indirectly. And with that reasons, It is better for the company to keep the employees valuable and understand why employee should stay for the sake of the company-wise.

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

I think the most demotivating part of Harper’s job is having an extra unrewarded workload after losing a good coworker who made the job tolerable with her along with the fact her work has not been recognized in four years. Usually, most people would ask for and receive a promotion within 2 years of working, yet Harper has been providing quality services for 4 years yet staying in the same role.

• 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, I would definitely suggest David to ask about Harper’s emotions and how she’s dealing with the workload and losing a valuable coworker while complimenting and bringing notice to her achievements. If given the chance, I would recommend Harper to ask for a raise or promotion while mentioning that she deserves one after all she’s done for the company. Clear expectations should be set ans negotiated if it’s unfair for Harper’s work-life style, and the team can come to an agreement on how to split the work or giving Harper a promotion.

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

Harper is clearly a very hardworking and talented employee who does her job well and manages to take care of extra workload or issues like losing Jose. She has had the same role for 4 years without much complaint, displaying her loyalties. I’m sure her friends know about how she enjoys her job and generally having nice things said about companies, though small, it’ll spread. Losing Harper means losing a talented and loyal employee which decreases customer relations and employee morale. Other employees will be burdened with Harpers work when she quits and start wondering why she quit after 4 years and might want to as well. Some customers may be used to Harper’s services as well and not like whoever fills her positon next, along with training a new employee is extra work and possible wasted time.

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

The most demotivating part of Harpers job is that Harper wasn’t being recognized for the work that was being put to the company also she used to have very good communication with her ex boss Jose.

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

The advice I would give as an HR manager to supervisor David is that he should balance his to do list in the company and work on time management so he’s able to communicate with Harper and make sure everyone including himself to be content and in a stress free environment for the company.

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

There will be a downside of losing Harper as an employee because she has a lot of roles in the company and since she’s been in the company longer than David so it would be beneficial for David to have Harper due to her experience plus he would have more job roles to fulfill.