TYPICAL LIFE CYCLE OF EMPLOYEE ENGAGEMENT
- December 17th, 2015
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1. OVER-WHELMED
- Start of a new job through hire or promotion,
- Some apprehension about having to learn new job content,
- A new corporate culture and/or new processes and procedures, and
- Build new work relationships
If we’ve made a good hire or promotion (the appropriate foundation knowledge and talents, temperament and drive) that feeling of being Overwhelmed, Apprehensive, turns into taking control and responsibility and triggers us to action toward being successful. Employee feels growing confidence and empowerment.
Very quickly leads to ………. A Highly Engaged Employee
2. HAPPILY ENGAGED & PRODUCTIVE
After 6 months or so, employee is continuing to be challenged but enjoying the experience, continuing to learn and also contributing.
3. SMOOTH SAILING
After 1 yr. to 18 mos., employee is confident handling the job, still enjoying the work Not much learning or challenge going on.
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Stages two and three can be prolonged by creating diverse roles or jobs and with special project assignments. These will provide additional opportunities for learning and development while allowing the employee to make important contributions to the department and company
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4. BORED
May take 3 – 7 yrs., How long it will take to reach this stage depends on the diversity of job responsibilities and other opportunities and to some extent on the employee’s temperament. Some jobs are more diverse than others by nature and consistently provide new challenges. When an employee reaches this stage, they can, figuratively, do the job while sleeping.
Employee needs new challenges, perhaps additional responsibilities.
5. INDIFFERENT
Left unchallenged the employee becomes unhappy with himself & the company. Won’t care enough to do the work well. An increase in absences may be noted, arriving late and leaving early, a change in interest in the work demonstrated by a decline in participation at meetings failure to follow thru and meet deadlines.
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