You want these employees to feel like a team again and feel like they matter. In the job description that is part of the HR scorecard, I would include the implementation of a strategic HR role. The manager and I would go through the seven steps together and have a clear idea of ​​the goals and what really needs to change. HR Scorecards state that "by focusing on how to implement strategy rather than just what the strategy is made of, they can facilitate a discussion about how to communicate business objectives throughout the organization." »(36). When you don't develop strategic objectives, they tend to become very generic. If the goals are so vague, the employee cannot take action to achieve them. I don't think this company had any strategic goals that explain why no employees were motivated. Additionally, the new manager will need to fill all vacant positions with top-notch candidates. Since there is a huge turnover, we need to understand why. Are we not recruiting the right candidates? Is it the company that makes people leave? She will have 120 days to fill the positions. I will also add training in the job description. It seems that the manager needs financial training and the employees need career development.,