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(Nicoletta  Aliono) As a new leader, I believe Hailey made the right move in interviewing workers in her new department. It appears that the “problems” identified by Jenna and Jud pertain to new hires and continuing with end of year bonuses and raises. Both of these suggestions are great places for Hailey to start. Addressing these issues will show employees that Hailey cares and that she’s willing to take initiative when a concern is brought to her attention. In regard to the problems with recruitment, it sounds like perhaps the company is a bit lax in their interview and hiring process. The hiring managers could provide some sort of hands-on skill test to those being interviewed and ensure that their resume includes the proper skill set. A math test may also be beneficial during the hiring process. Additionally, Jenna mentioned issues with new and younger employees being glued to their mobile devices. If this is a major problem within the department, stricter cell phone policies could be put into place, or it may be beneficial for policies to be part of a contract new employees sign. Hailey could implement a clause in new employee paperwork stating that they will not use their cell phones during work hours unless permitted or in the event of an emergency. If the employee did not adhere to this policy, they would be given a verbal warning and reference to the contract. If it was a recurring problem, further disciplinary action would be taken. Jenna discussed new employees being unwilling to talk. Communication may be a challenge to address, though not impossible. In many cases, new employees might be less talkative because they aren’t comfortable in their work environment. It is important for Hailey to assist in fostering a welcoming workplace where new hires feel they can talk to their co-workers. Lack of communication is often just a personality issue, as some folks are quiet while working. However, hiring managers should be aware of different personality types when interviewing, another conversation for Hailey to have with them. Jud made a quick, witty comment regarding the continuation of end-of-year bonuses and raises. Hailey may want to advocate to HR/payroll and advise them of how helpful the extra money is to employees at the end of the year. Otherwise, continuing to help Jud keep morale up in his department would also be beneficial. 

It is in Hailey’s best interest to interview employees in her new department. It gives employees the sense that Hailey is approachable as a leader while also letting them know that she cares about what they have to say. With that in mind, she needs to make sure she harbors a safe environment for employees to open up. Talking to a supervisor about a problem can be intimidating. Many places of employment have a “suggestion box” or something similar. While this may be helpful in maintaining anonymity, those suggestions often do not make it past the supervisor’s desk. Hailey talking to each employee within her department gives them a chance to voice their opinions and concerns directly to a leader. It also helps to hold Hailey accountable in that she has a face or a “real person” to keep in mind when enacting change.