Employees in their first six months at a new job, generally called as 'Honeymoon Period', show their good efforts. After that, most employees would skid down the engagement. In reality, employees are more engaged during this "honeymoon period" than at any other stage in their employment with a company.
They are excited about being part of a new company. With a strong enthusiasm, they counteract any early bad impressions. They also feel excellent about expectations and having opportunities to learn and grow. But new employees seek support from their manager.
This is to form connections or friends at work to find their contributions are being recognized.
A 2015 Gallup survey says that around 70% of millennial employees are not engaged in the workplace. Since employee engagement is the key to business success, focusing on the post on-boarding experience for your “tenured” employees is crucial.
As soon as the "honeymoon" phase ends happiness levels tend to sink and stress levels increase in a job. Employees are expected to work more independently and take on added responsibility. Also, the job that at first appeared fresh and interesting will lose its luster. Employees start to get angry and frustrated, finally they start searching for a new job.
As a manager, your actions during the honeymoon phase will impact retention rates. It’s what actions you take after this phase eventually determines whether or not an employee will stick with the company.
You should know how happiness, stress and interest levels change post six month phase to take proactive measures to keep employees engaged. First of all, provide stretch assignments, but ensure that workloads are manageable. This can help you reduce the risk of losing employees who have already been through a learning stage.
Here below are some more tips to “Re-Engage” your employees "Post 'Honeymoon" and help them maintain their spark as they build tenure at your company.
• Besides discussing everyday tasks, you should also talk about how they are faring at work, concerns, training opportunities, and future. You should do this with each employee at-least every couple of weeks.
• Be Fair, Stay Calm and Listen. Before applying your policies explain them for your decisions. Try to find compromises, try to address previous issues and promise to respond to future issues as well.
• Help your employees gain new skills and advance their careers within the company.
• Besides bonuses and gifts you should also support them by genuine appreciation, else you will not earn an employee’s loyalty going forward.
• Set the real attainable goals for your employees and let them know what is expected of them and how their contribution helps the company achieve its goals.
On the whole, focus on employee engagement from the start. Measure and manage engagement to on a constant basis to boost engagement over the course of employees' careers.