How to Avoid Decreased Engagement for Tenured Employees

emoticons showing decreased engagement for tenured employees

Employee Engagement Declines with Tenure
Unfortunately decreased engagement for tenured employees is the norm.  Our latest employee engagement trends report showed engagement tends to decline with tenure.  Longer-term employees are, on average, less engaged than your newer employees.

Why Newer Employees are More Engaged
A new job can be both exhausting and exhilarating. On the one hand, new employees are struggling to understand the performance expectations, working step-by-step up a daunting learning curve, and trying to start off on the right foot.  On the positive side, new employees report feeling welcomed by new colleagues, excited to meet new challenges, and thrilled to learn new skills.  From an employee engagement perspective, a new job offers heightened possibilities to feel wanted, needed and appreciated – the very foundation of workplace engagement.

The Honeymoon Period
But how long does this so-called new job honeymoon last for new employees?  Far too short according to the over 500,000 employee engagement survey responses we review each and every year.  In fact, for most companies the level of employee engagement falls significantly after the first year on the job regardless of industry, size or geography.

Four Ways to Avoid Decreased Engagement for Tenured Employees
Decreased engagement for tenured employees that second or third year need not be inevitable.  There are ways to keep your new-ish employees fully committed to their job throughout by:

1. Providing Continued Training and Development
Once your new employee has “learned the ropes,” don’t let their job go stale. Continue to help them improve their skills and learn new ones that will increase their job efficiency and satisfaction.  Ask for their ideas on how the job could be done better.  As they improve, add bit-by-bit to their responsibilities to give them a real sense of their value to the enterprise.

2. Creating New Growth Opportunities
Besides supporting their growth in the current job, give them opportunities to learn about the company from different perspectives. Invite them to upper level meetings, give them time to attend industry conferences, ask for their help in designing plans for the future.  In short, expand their thinking around new ways to contribute and add welcome variety to their day-to-day routine.

3. Conduct Meaningful One-on-Ones
Are your one-on-one meetings becoming so unvaried in their structure and content that they are lacking real value? Think about what you can do to spark more meaningful conversations – conversations that focus not just on the employee’s performance but on their overall goals and aspirations.  The more you can take advantage of an employee’s true motivators and talents, the happier that employee will be.

4. Give Satisfying Recognition
It’s no secret that a major piece of high employee engagement is emotionally satisfying and meaningful recognition. That means that you can’t simply keep thanking your employee in the same, repetitive way.  Change up the way you express your appreciation – in front of the team, in the employee newsletter, with a pizza lunch in their honor, by an excused late morning arrival, or with a favored parking space.

Use your imagination and keep employee recognition specific, proportionate and meaningful.

The Bottom Line
Do you sense that those employees you hired a year or so ago are losing motivation?  Then try the tips above to keep them on target and engaged.

To learn more about how to engage and retain top talent, download The Top 10 Most Powerful Ways to Boost Employee Engagement

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LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

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I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

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In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

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Firmware Engineering Supervisor

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

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LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

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Director of Human Resources

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

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We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.

Mary Johnston
HR Manager, BU Radiology Informatics

The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

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Firmware Engineering Manager

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

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VP Human Resources

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Stephanie Webb
HR Program Manager

Rambus

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

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President and Chief Executive Office

Fujitsu

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich
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