1. I think the most demotivating part of Harper’s job is the extra workload and lack of support. Harper has had to take on additional workload since her former boss left. This caused her to feel overwhelmed by the task she did at and away from work. Also, she isn’t receiving the same support from her old boss because there are more people to manage.
2. The advice I would give to David is to ask Harper frequently how she is feeling. Helping her create positive work life balance. And give frequent thank you and shout out to the employees. This may make her feel valued about the job she is doing.
3. The downside of losing Harper as an employee is you lose ‘employee retention benefits like higher productivity, higher employee morale, employee loyalty, and a positive company culture.

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

The absence of clear communication and support since the departure of Harper’s previous boss, Jose, is the aspect of her job that demotivates Harper the most. Harper has struggled to maintain a healthy work-life balance as a result of being overburdened with additional duties without receiving adequate guidance. She feels as though her efforts are being undervalued and ignored because her new boss, David, is less available to help her develop and manage her workload. Her growing unhappiness and thought of quitting the company have probably been influenced by this lack of direction and support.

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

In order to re-engage Harper, I would advise David to initiate regular one-on-one meetings with her to discuss her workload, challenges, and career aspirations. Encourage David to clearly define Harper’s roles and responsibilities, providing her with a sense of purpose and direction. It’s crucial to offer growth opportunities aligned with Harper’s interests and skills, showcasing that the company values her development. Additionally, emphasize the importance of recognizing Harper’s contributions through consistent feedback and potentially tangible rewards. Finally, promote a healthy work-life balance to prevent burnout and show that the company cares about her well-being.

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

Harper’s departure would result in the loss of important  knowledge and expertise. Additionally, it might affect team morale and halt ongoing projects. Additionally, it would take time and money to find a replacement and train them.

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

The most demotivating aspects of Harper’s job appear to be the increased workload and the lack of recognition or guidance from her new boss, David. Following Jose’s departure, additional responsibilities have fallen onto Harper’s shoulders, leading her to experience stress, a sense of being overwhelmed, and a loss of confidence in her ability to effectively manage tasks. Furthermore, the absence of a supportive and communicative leader like Jose has resulted in Harper’s efforts going unnoticed and a feeling of being disregarded. The absence of acknowledgement and guidance may erode Harper’s drive and enthusiasm for her role, prompting her to contemplate leaving the company.

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

1. David should engage in timely communication with Harper to understand her current challenges at work. Subsequently, he can provide solutions, allocate work tasks reasonably, and alleviate Harper’s burden.
2. If Harper or other employees display exceptional work abilities, David should acknowledge their efforts. This can be done through verbal encouragement to motivate employees or through tangible rewards such as bonuses, promotions, paid leave, and other meaningful incentives to instill enthusiasm for their work.
3. David can establish an open forum within the company, encouraging employees to boldly express their insights and opinions. This way, when issues arise, targeted solutions can be found. This is conducive to fostering a harmonious team atmosphere and enhancing employee satisfaction.
4. David should clearly communicate to employees the company’s current short-term and long-term goals. This ensures the team’s focus is aligned towards striving for these objectives. With boosted morale, work efficiency can be elevated, and employees can have a sense of certainty about their career development prospects.

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

Losing Harper would necessitate the company to invest resources in seeking a suitable replacement, which not only consumes financial resources and energy but also diminishes overall productivity. Moreover, the cost of training a new employee could outweigh direct salary expenses, thereby reducing the company’s profitability. Harper’s four years of experience in the industry imply that she has likely amassed clients and resources. Consequently, her departure might entail the loss of potential business opportunities, taking away a portion of the company’s potential clientele.If the leadership fails to address the current issues within the company, after Harper’s departure, more employees might raise concerns such as heavy workloads, potentially leading to a renewed wave of resignations. This high turnover rate could disrupt project continuity and further impact productivity.

1. The most demotivating aspect of Harper’s job is that her new boss, David, does not appear to be available to assist her despite the fact that she is doing more work than ever since her previous boss, Jose, left with no recognition for her contribution.
   
   
2. If I were a human resources manager meeting with David, my advice would be to first reduce Harper’s workload so she doesn’t feel overburdened, and then hire someone soon to relieve some of her frustration. Second, hold a weekly team meeting to go over the job, see how the team is doing, and make any suggestions. Third, all team members want to feel good about themselves and be recognized for their efforts, so implement incentives or employee of the month programs. Fourth, keep communication open, and finally, make the workplace a place where team members can grow and learn.
   
   
3. The disadvantage of losing Harper as an employee is: low productivity since she’s gone because the other team members’ morale has suffered as a result of seeing two of their work buddies with whom they’ve grown a connection from left. It is very expensive for the company to hire and train someone else in the hopes that they are just as good and can perform job duties well, and it is also time consuming. David’s workload will increase and become more difficult, and he will most likely have no time for the other employees. He is more likely to be behind on work task. With a high employee turnover rate, losing Harper could harm the company’s reputation and destroy customer loyalty.
   
   
   The effective Retention Strategies that might work best in Harper’s situation is having advancement opportunities, creating a culture of open communication, make employees feel valued, create a positive work-life balance and don’t overburden employees.

1. Harper’s job seems to demotivate her, mostly because she has to do more work without getting more credit for it, and her new boss, David, doesn’t help or talk to her much. She was already taking on additional responsibilities after Jose left, but David’s lack of guidance, understanding, and appreciation made her feel even more stressed and unappreciated.
2. I suggest that David set up regular one-on-one meetings with Harper to discuss her current task, any problems she’s having, and how he can help her. Because of how well they can communicate, Harper will feel valued and appreciated. It’s also essential for David to recognize Harper’s work, especially since she’s taken on more duties since Jose left. A simple “thank you” can go a long way, but bonuses or possible raises could also be thought of as ways to say thanks. Lastly, if the team has a way for people to give feedback, similar situations won’t happen again, and team members will feel like their problems are being heard.
3. If Marketable, Inc. lost Harper, the business would lose a lot of the experience and institutional knowledge that Harper has earned in her four years working there. You would have to hire and train a new person to replace Harper, which would cost more money. The rest of the team’s morale could also be affected by Harper’s leaving, especially if they know why she is going. This could make the team as a whole less effective. Harper has been there for a long time, so she may have created relationships with clients or vendors. If she goes, it could hurt the relationships that have been built on trust and stability. Also, a lot of employee change can damage the company’s reputation, making it hard to find and keep top talent in the future.

In conclusion, David and the HR staff need to deal with Harper’s problems as soon as possible to keep her and make the workplace healthy for everyone.