Magazine article Workforce

More Ways to Keep Jeremy Trip from Jumping Ship

Magazine article Workforce

More Ways to Keep Jeremy Trip from Jumping Ship

Article excerpt

Here are excerpts from some more responses (see page 10 of WORKFORCE magazine) suggested by WORKFORCE ONLINE users on how to stop Jeremy Trip from "jumping ship." Trip is a graphic designer who is considering leaving his company for a job that would allow more time with his family.

"I suggest that the HR manager sit down with Jeremy and asks him whether he could use another person to help with graphic design or to help with the clerical duties and management duties. I suggest that the company could also send some of the bigger design projects to outside firms (contracts) to offset Jeremy's work overload.

As an HR manager, I would need to help Jeremy redesign his job and look at increasing his compensation to reflect his additional duties. I would give Jeremy a $5,000 month bonus for his hard work on the condition that he stays for a least another 6 months, so he can see some of the changes made to the department."

Al Oliveira

Human Resources Professional Association of Ontario

"I would ask Jeremy to prepare a position description for himself indicating the amount of time that he spends on each task. I would then compare what he is actually doing versus what management has planned for him to do in his position and, if necessary, make adjustments to the present conditions.

"I would also review the retention rate of the employees in his department and

analyze it to see if the area needs to be addressed."

Christpoher L. Walter Office of the Ohio Public Defender Columbus, Ohio

"I'd talk to Jeremy about what he wants to do. Work with him to determine the tasks that others can do and that may be not necessary at all. Quite often as a company and a function grow, processes evolve so work that made sense initially is continued because of tradition, not because it's the best way to do things. No solution will keep Jeremy from leaving that he isn't involved in making or he doesn't feel addresses his needs. An effective and happy Jeremy is better than no Jeremy at all."

Lisa Middleton Dewberry & Davis' Southern Division Danville, Virginia

"Sounds like the job needs a complete analysis for time and depth of responsibility. Those functions that can be off-loaded should be delegated to the two subordinates. Jeremy should only deal with issues that require his particular expertise. …

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