Category Archives: Retention

These posts will be added to our Student Work menu item. This category should be used for submitting posts for our Segment H Assignment.

Retention assignment

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

Answer: The part that has been demotivating Harper is that she had to take extra workload when her previous boss Jose left the company six months ago. She is now struggling to balance her work and personal life since she gets to spend much fewer time outside work. And she’s been doing this extra work without any form of recognition from her current boss, who doesn’t seem to give her the helping hand when Harper needs it. Her current boss is also not taking any action to relief Harper of her extra workload like filling in the empty position who can share workload with Harper or giving Harper promotion for taking extra responsibilities.

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

Answer: If I were an HR manager, I would tell Harper’s supervisor to fill in the empty position that Harpers previous boss left, with another employee who can relief Harper of the extra work burden, or he can give Harper a raise for taking up extra work responsibilities. He can also give Harper a promotion to the position her previous boss was in, since she has demonstrated that she can do his job. I would urge the supervisor to relief Harper of the extra workload so she can balance her work and personal life smoothly.

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

Answer: Harper has worked for the company for four years, so she has gained a lot of experience working for the company, so she knows how to finish the tasks efficiently. She has also showed that she can take in extra responsibilities, like working in a managerial position in the company. It will be a big loss for the company to loss an exceptionally hard working and an experienced employee like Harper, and it might take a long time to fill in that position with someone who has similar expertise like Harper. It will also be very costly to train that new employee for that position. Losing Harper might also demotivate other employees who had a close relationship with Harper, and who might not get along well with any new employee replacing Harper.

Retention assignment

1) Harper one of the worker who was anxious because of the amount of work she had to do once her nice boss left. Moreover, her new boss, David, did not communicate a lot with her and didn’t help her to lower her tasks. As someone who was working in Harper’s position, could discourage, demotivate, and make me quit my job. She was additionally sad about the past when things were easier, and she started wondering about what was going to be next because things were going crazy. The most demotivating, she did not really feel valued. Reading this little story, I felt the same anxiety, stress, and more unproductive as Harper. 

2) If I were the hiring manager, I would advise David to increase a couple of things as a boss.  

Create growth opportunities: This type of retention is important because it is the investment of employers in their employees to prepare for their present and future. If Harper had grown opportunities, she could request to move to another position in the company instead of leaving the company. 

Communication openly: When team members speak to each other, it makes their minds free from any stress and anxiety. If David were speaking to Harper openly, it could lower Harper’s stress and make her forget her last boss. 

Ensure work-life balance: Harper’s job became stressful with her second boss which made her think to leave, so the boss as David must make their tasks easier. As long as the job got done, it did not matter how or where it got done. 

Provide meaningful tasks: As an advice giver, it was important for David to make their jobs meaningful and productive, so Harper could care about their jobs, and stay as long as possible. 

3) The downside of losing Harper as an employee: she was a good worker and had a lot of experience with the work she was currently doing. She also confirmed that she loved the company, and that was from her heart. Having workers like Harper, make the company grow, and losing her would pull it down because of the time, and money the company would spend on the new employee. In sum, Understanding why employees stay and treat them with respect, is one of the ways to lead the company to success.

Retention

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

The most demotivating part of Harper’s job is that now she is having a harder time knowing what is going on because she has more of a workload since her old boss left but less time to receive help from her new boss if she needs any advice for her work. Also because of the new heavy workload Harper is now struggling to maintain a work/life balance.

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

I would tell David to create a schedule for weekly meetings with the whole team so he can receive questions and feedback from all employees so each employee can receive the help needed and feel more valued. I would also ask David if it’s possible if he could give her longer extensions when he gives her an excessive amount of work as well as for the other employees. Also since Harper has been a great long-time employee I would make sure she is getting the raises/bonuses and benefits she deserves.

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

 Some downsides of losing Harper would be a drain on the company’s staff and financial resources. Losing Harper will limit productivity and create a larger workload for other employees which can lead to other employees eventually quitting. It would also cost the company the same amount or more money to find a replacement to train to be just as good as Harper or better. 

Retention Study Case

What do you think is the most demotivating part of Harper’s job? As someone who has been in harper’s position before, the most demotivating part of harper’s job is not feeling valued for all of the extra work that she took on as well as not having a work life balance. These two problems can cause burnout very quickly and demotivate anyone from wanting to work. Having a constant overload of work on your shoulders is enough for Harper to want to resign from the company she works at, which is the type of situation a company would want. Also the fact that the company has not yet hired anyone to take her old boss’s position to relieve her of the duties that she took on when he resigned, which can also continue to demotivate Harper as it shows that the company has no considerate thought of her as an employee.

If you were an HR manager meeting with Harper’s supervisor, David, what advice would you give to help David re-engage Harper? I would give David three pieces of advice if I was the HR manager. 1) Engage more with Harper and help her prioritize the workload that she has to make it easier for her to know which tasks are most important at the moment. Also to check in more often with Harper to see how she is doing and if she needs help or clarification on anything. 2) Have consistent team building exercises so that everyone can feel included together as a team and to revive the motivation to continue to work. Make sure that Harper is getting time off such as vacations so that she may relax as this shows that David values her personal time as well. Even providing a hybrid remote schedule could be introduced if applicable. 3) Make sure that Harper and all employees are taking on a reasonable amount of workload each day. The amount of workload that an employee does should not be to the point where they are burned out and feel as though they are always behind their to do list. That is a great indicator that an employee has too much work on their plate.

What would be the downside of losing Harper as an employee? The downside to losing Harper as an employee is that she has been with the company for about 4 years and is a great asset to the company due to her senior experience and dedication to her work. She also loves working at the compnay which means that she is a valuable employee who not only is good at her job but also is loyal to helping the company excel in its work performance. Not to mention that if they were to lose Harper, they would have to hire a new employee which would be costly and also require time spent training the employee on the responsibilties the job comes with, the company values and rules, etc.

Navigating Harper’s Challenges at TechBlitz

  • Case Study: Harper’s Dilemma: Harper, a 28-year-old at TechBlitz Inc., feels her ideas are dismissed by her supervisor, David. Despite her effort and creativity, David often micromanages her and provides limited, mostly negative feedback. The team environment lacks collaboration, leaving Harper feeling undervalued and isolated.
  • What do you think is the most demotivating part of Harper’s job? The constant dismissal of her ideas, combined with micromanagement and mainly negative feedback, makes Harper feel undervalued and isolated.
  • If you were an HR manager meeting with David, what advice would you give? I’d advise David to recognize Harper’s contributions, encourage open communication, and offer constructive feedback. Reducing micromanagement and promoting team collaboration would also help re-engage Harper.
  • What would be the downside of losing Harper as an employee? TechBlitz would lose a dedicated, creative employee, sending a negative signal to the team about company culture. Hiring and training a replacement would be costly, and the company’s reputation might suffer in the talent market.

Retention

  1. 1.I feel like the demotivating part of Harpers job is that she is stressed , she has way to much work that she isn’t able to do anything outside of work . Her new boss is unaware and is not really seeing how dedicated Harper is about her work which makes her feel unappreciated . With Jose she was able to express her ideas and was able to interact and connect .
    2. If I was an HR manager I would definitely advise for David to contribute , communicate and to connect and interact with Harpers ideas more so she feels heard and appreciated . Since Harper is stressed about work and she has a lot on her shoulders I would suggest to get another person to help her out so the work is even and not all of the work is being relayed on one person .
    3. The downside of losing Harper as an employee is that Harper has experience in this company and know how things work around , Harper is really dedicated in her work . Getting a new employee can take time due to training and finding someone who is Able to do the job correctly.

Retention Study Assignment

  1. In this case of Retention, Harper’s demotivation is very critical in aspects of work and life. Having been part of this job since graduating college, she has fulfilled a great experience with her colleagues and previous supervisor Jose from having great communications and managable work ethics, but after his departure 6 months ago came a new head supervisor named David in which lead to her taking on more responsibilities and less recognition.
  2. If I was an HR manager, the advice I would give to David is to be more mindful of the employers, especially Harper who’s been working hard ever since and has taken on additional work, as said I would want more social equality for Harper which means for david to take on more of his responsibilities at the job and thus understanding that david works with the entire team at the office, I would require all to be more engaged with eachother and be more considerable to our work ethic as a team.
  3. I believe the downside of losing Harper as an employee would be her work ethic, experience at the job and her skills as an employee, also having to hire another worker with her kind of skills can be hard to find especically for a marketing coordinator.

In conclusion, many work places still have these kinds of problems where many aren’t recognized for their hard work and as a society it must be established that all employees must be seen, no matter what their positions are. As mentioned, work ethics are very important in a company.

Retention Assignment

1.

The most demotivating part of Harpers Job is that her boss Jose has abandoned the institution. Her assigned work has raised, she has restricted ideas accompanying the new boss, she feels overloaded and she doesn’t feel costly. She had a humanitarianism connection accompanying Jose her former boss for ancient times 4 age. He was leading her because moment of truth she has linked the arrangement. She has absent the counseling and support determined by him. The ideas overflowing David the new boss is restricted and though her assigned work has raised she does not feel complicated or treasured To conclude she is demotivated by her boss leaving the institution and lack of affirmation from David the new boss.

2.

I would as the HR producer warn Harper’s supervisor David to form channels of ideas accompanying Harper and create her feel valued. I would approve that he spends few opportunity accompanying her every period to plan out her work schedule. He can still present her feedback on the a still picture taken with a camera and contradiction to recognize her offering and make her feel that she is an fundamental part of the crew. Further, he can review her assigned work and trustworthiness and distribute few assigned work to added crew members bestowing her occasion and room to survive her responsibilities efficiently. Additionally, he can offer her a corrected pay bundle to fix her additional work trustworthiness. Lastly, he endure absolutely augment her role in the group by understanding her offering to the crew. To conclude he has to communicate accompanying her, create her feel treasured, and do over her workload to create her more persuasive.

3.

The downside of losing Harper as an employee would be that the company would have to find a new employee and train the employee to adapt to company culture and work style. The activity of hiring a new individual would consume time, efforts mad resources. The company would have to invest time in finding a suitable resource and train the resource to perform her responsibilities. She has a good understanding of the organization and her work style is perfectly suited to the organization. She joined the organization immediately after graduating and has been successfully completing her role for the past 4 years. The new employee may not adapt easily to the work culture and the company may find it difficult to find a suitable resource with matching competence levels. To conclude it is more expensive to hire a new employee than to retain an existing efficient employee.

Retention

In my opinion, the most demotivating part of Harper’s job is the loss of a work-life balance. She previously had a great work -life balance with her previous boss and when David started, it went downhill. A lack of a work-life balance can be detrimental to mental health; being too consumed with work with no time for family, friends or hobbies is bound to make anyone unhappy.

If I were an HR manager meeting with David, I would advise him to take a closer look at the distribution of tasks, projects and responsibilities. Since Jose left, Harper took on some of his responsibilities; if another employee can share this load, they should. While I understand the transition for David is also probably overwhelming, he is the foundation of his team. I would advise on time management and setting aside time to work with Harper on her career development and discuss concerns that she has, reassuring that the line of communication is open.

The downside of losing Harper would be a loss of morale and productivity. Since Harper assumed some of Jose’s responsibilities, Marketable would be losing two people, per se. They would also lose a great employee who is dedicated to her work and eager to learn, help and excel.