You want these employees to feel like a team again and feel like they matter. In the job description as 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 ​​what the goals are and what really needs to change. HR Scorecards state that “by focusing on how to implement the strategy rather than solely on what it consists of, they can facilitate a discussion about how to communicate the company's objectives within the organization” (36). When strategic objectives are not developed they tend to become very generic. If the goals are so vague the employee cannot act to achieve them. I don't think this company had strategic goals, which is why none of the employees were motivated. Additionally, the new manager will need to fill all open positions with top-notch candidates. Since there is a huge turnover we need to understand why. Are we not hiring the right candidates? Is it the company that makes people leave? He will have 120 days to fill the positions. I will also add training in the job description. It appears that the manager needs financial training and the employees need professional development,