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Insider Secrets to Preventing the Dreaded “Fizzle Out” Syndrome 

By  Lisa Giruzzi

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.

a1firecrackerUsually 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.

  1. 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.
  2. 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.
  3. 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.
  4. 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.
  5. 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.
  6. 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.

If you want more information on this topic, contact ELA to schedule a free consultation and signup for our @911Leadership newsletter. A monthly message filled with valuable insights to help you engage your people & provide empowering leadership

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Lisa Giruzzi


Lisa is a best-selling author, result-producing consultant and an award-winning trainer with more than twenty-five years’ experience helping individuals and organizations to be more successful and achieve their goals. She specializes in causing breakthrough results for her clients by giving them access to a whole new level of power and performance.

Robbie MacCue

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  1. This hits the nail on the head. I was loyal to a company for 16 years and once the new administration took over and didn’t care, it became the worst time of my life. Up until then my job wasn’t a job it was what I loved to do for fun.

  2. Great information. Our company has a low turnover rate, compared to the industry. However, the volunteer company I am a member of has a high rate of turnover and has trouble keeping senior members, mainly because they become alienated over time. I hope your information addresses the problems faced with changing organizations and retention of senior members. I would be interested in more information so I could pass it along to my volunteer organization.

    1. Thank you for your comment, Vic. WE offer a free consultation so perhaps you could give the folks at your volunteer organization our contact information so we could schedule a time to speak with them about the specific needs otherwise, I would pass along our website so they can look at what we offer.

      I am not sure where you are located but REMO in Colonie, NY is hosting our courses in August and September. Here is a link to find out more information: https://www.facebook.com/events/1434126510199357

      Attending one or more of these will give you a real sense of the transformational culture changing work we do that causes positive, sustainable change within organizations.

  3. Reading this just makes me want to cry. I’m in the other seat – not the one driving the bus but the one who just hopped on board, bursting with enthusiasm to help people, so grateful to be accepted & have a “home” from which to (again) help people……the first 6 weeks were awesome.. then BOOM, nothing. Hard to reach people, hard to get answers, I feel like I’ve been welcomed to the rock-climbing club & now I have to climb every cliff & wall by myself ; not being roped in to a team. My “day job” already is a solitary one & I need contact with people. Thanks for understanding & please keep doing what you do, it is really needed.

    1. We are so sorry you are having that experience. It is unfortunate that the leadership in your organization is not fostering and encouraging your enthusiasm. Many leaders put all their attention on the problems and miss the opportunity to appreciate and acknowledge the members who need it most. If there is anything we can do to help, please let us know.

    1. Hi Jon, Not sure what link you are referring to. Can you email us at support(at)emsleadershipacademy.com and let us know how we can serve you? There was not a link in the blog Insider Secrets to Preventing the Dreaded “Fizzle Out” Syndrome

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