[Taught by 100 Business Coaches] What is a 'Workplace Where New Employees' Eyes Die Within One Month of Assignment'?

In late April. New employees who should have joined with full of hope have 'dead eyes'... Have you ever witnessed such a scene? Around this time, when the tension of a new environment gradually begins to ease, new employees in the workplace become polarized into those overflowing with 'desire for growth' and those who rapidly fall into 'decreased motivation (eyes die)'. Why do new employees' eyes lose their sparkle in just one month? From the survey results of 100 professional business coaches, the cold fact that frontline managers must confront directly is the 'lack of communication'.

Over half of managers are 'completely unaware' of new employees' SOS signs – a dangerous wall quietly eroding the organization. From the coaches' perspective, we delve into the truth of how overlooking the small voices and attitudes of new employees poses such a risk to the entire organization.

Survey Results: The Reality of the Field Proven by Numbers Overview Survey Target: 100 current business coaches Survey Method: Online questionnaire survey Survey Conductor: SUPERIIEUR Co., Ltd. Survey Period: March 2026

Why Do Their 'Eyes Die' in Just One Month? 1. What steals motivation is not 'insufficiency,' but 'lack of listening skills'. According to the survey, approximately half (45%) of coaches cited 'lack of listening skills from supervisors' as a reason. This was followed by 'neglect/indifference' (30%). From the coaches' perspective, the feeling that 'my boss doesn't listen to me' or 'I'm being left alone' is deeply involved in the background when new employees reach their limit, thinking 'I can't do this anymore'.

2. The manager's engagement is more important than the new employee's aptitude. 'New employee aptitude' and 'deficiencies in the training program' are not major factors. In other words, what saves new employees is not 'hiring better people' or 'creating better programs,' but 'for the current managers to become able to listen to new employees'.

The Fatal 'Insensitivity' of Management Even more serious is the low level of awareness among managers regarding the SOS signs that new employees are emitting.

More than half of managers 'cannot perceive' SOS signals. In response to the question, 'Can frontline managers perceive new employees' SOS signals?', more than half of the coaches answered, 'They hardly notice them at all (55%)'. The remaining half was also only 'about half (45%)', and not a single coach answered 'They can perceive almost all of them' (0%). Even as managers think, 'Our company has good communication, so it's fine,' a new employee's spirit might be quietly breaking. Panicking only after reaching their limit. Such reactive management triggers turnover and mental breakdowns.

'SOS' Signs That Cannot Be Expressed in Words New employees do not verbally say, 'I've reached my limit.' However, the precursors always appear in their actions and attitudes. Here are the silent signs that coaches say should not be overlooked: These changes are not 'individual personality' traits, but early symptoms of 'giving up' on the organization.

The 'Magic Phrase' to Revive Motivation It is not easy to revive a new employee whose 'eyes have died.' However, the 'one phrase' that coaches have actually witnessed turning the situation around had commonalities.

What they have in common is not a technical question, but a clear message: 'I acknowledge your existence,' and 'I won't let you bear it alone'.

Representative Coach Comment: Atsuko Kondo I have observed many organizations, and the cause of new employees' 'eyes dying' is often summed up by managers' assumption that 'I think I'm listening.' 'Listening' is not merely paying attention; it is about accepting the other person's anxieties and discomfort and ensuring psychological safety. Whether one can notice the silent SOS of new employees is not so much a matter of management technique as it is a question of one's 'way of being' – whether they are paying 100% attention to the other person. Especially during the delicate period of one month after assignment, dialogue that deeply engages them as a human being, without rushing for efficiency or results, is necessary. The one phrase spoken at that time can make a decisive difference that influences turnover rates and organizational performance years later. Qualifications: myPecon Certified Coach, International Coach Federation Professional Certified Coach, Co-Active Professional Coach, National Certified Career Counselor, GCDF-Japan Career Counselor, Master of Social Sciences.

About the 'Taught by 100 Business Coaches' Series This release is part of the 'Taught by 100 Business Coaches' series delivered by SUPERIIEUR Co., Ltd. Based on the field knowledge of 100 current business coaches, we deliver themes on human resources and management challenges faced by Japanese organizations each time.

About SUPERIIEUR Co., Ltd. SUPERIIEUR Co., Ltd. is a specialized company that supports the performance of individuals and organizations with the mission of 'solving the invisible decrease in the working population.' By integrating the knowledge of over 100 professional coaches and AI technology, they solve the 'loss of potential workforce' that modern organizations face. They provide total support for fostering an organizational culture where business professionals can consistently perform at their best while maintaining well-being.