What’s the “Fizzle Out” Syndrome you ask? It’s when a new person joins the organization and he or she is gung-ho, energetic and eager help out and then suddenly, without warning falls off the face of the Earth, never to be seen or heard from again.
Usually the leaders of the organization are left scratching their heads trying to figure out what happened. After it happens a few times, they just come to expect it as a normal occurrence and are hesitant to trust new members.
What if you could prevent the “Fizzle Out” Syndrome from happening? Imagine if you could harness all that positive energy the amazing difference it would make in your organization.
If you apply even one of the following insider secrets it will make a big difference in your organization.
- First, check your self: What’s your reaction to these eager beavers? Are you consciously or unconsciously suppressing their enthusiasm? Instead embrace the new energy and have their back. Fight for their ideas instead of supporting the status quo.
- Put the new person in charge of something ASAP. Don’t put them on a committee where they have no power. There is nothing worse than being eager to make a difference only to be stuck with a group of cynical naysayers. It’s exhausting and draining.
- Create a structured “on-boarding” procedure with duties and guidelines clearly defined. Confusion and misunderstanding is a major cause of the “Fizzle Out” Syndrome. Clarity and accountability lead to long term engagement.
- Create a mentorship program using seasoned, supportive professionals who will assist the new person in successfully navigating the politics and other challenges within your organization. Don’t throw new members into the deep end and leave them to sink or swim.
- Recognize and acknowledge the contribution and importance of your new members early and often.. People stay loyal to and active in organizations where they feel known and appreciated.
- Be strengths focused. Look for what interests and energizes the new person. Help them to use those talents within the organization. Don’t solely focus on weaknesses. It’s demoralizing and will not foster a loyal, engaged, active membership.