The most demotivating part of Harper’s job is her feeling like she doesn’t have a team to rely on when things get ruff. Harper was adjusted to having a co-worker that will step in to help whenever it was needed .No matter the workload that came with that at that time. Some advice I will give David to help re-engage Harper back to work is to create a space/ time to hold a meeting . In which it will give the employees a place to voice their opinions , concerns , and feed back to David about the job . Losing Harper will be a downside for both the company and David as she is a loyal employee that puts her all into her job everyday.
2 thoughts on “retention”
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Hello Heaven,
Thank you for your post.
Your reference to Harpers teamwork as being a demotivating is interesting. I focused on her feeling of being undervalued for the additional work load and the no being recognized for her contributions to the organization.
However, I can see how your view on team work might have also impacted her morale, by feeling alone and not having the advice of the team or her supervisor readily available for direction & mentorship.
The advice for David to be more engaging for more open communication with a structured cadence is a good plan. I also suggested that David participate in training and development to become a better motivator.
Harper has worked with the organization for four years in the same role. In addition to being a loyal employee as you suggested, Harper has accumulated several years of institutional knowledge that makes her more valuable than a new candidate plus the direct and indirect cost associated to hiring & onboarding a new employee
Thank you
Chris Narine
Hi Heaven,
I agree with you that the company should hold a meeting and allow the staff to express their concerns with the manager. I also believe that they should promote Harper for being a valued employee also she know how to do Jose’swork and the company need to find someone to fill the postion.