Honeymoon has two more meanings than generally the word known for. These are:
a) any period of blissful harmony or
b) any new relationship characterized by an initial period of harmony and goodwill
"Honeymoon effect after Training" means goody-goody relationship between trainer and participants. There is "fun" in the training, lot of games create a condition of harmony. However, after few days the things are back to normal. The training does not create does not create ounce of change.
This honeymoon period is developed because participants get carried away because of (a) oral communication skills of the trainer (b) personality match with the participants. In the bargain, what is forsaken is end result.
Honeymoon effect or otherwise, training managers must give target to their participants that what change the participants must bring out after ___ months of the training. This target should be well known to them even before they enter the training room. Secondly, 'n' number of times I pointed out, training professionals must give importance to create a mechanism to implement the learning before going ahead with the training itself.
However, I found very few training professionals who are capable to do this. Training is done at times because (a) boss tells to do it or (b) to utilise the funds (c) newly joined HR wants to do something and management gives go ahead to avoid de-motivation of HR (d) their competitors do it also
Hope the above answer satisfies you.
Dinesh V Divekar
You may please like to read the story at the following link. By and large that may give you factors of honeymoon effects after training. The title of the story may indicate about actual honeymoon, but the contents pertain to the management aspects.
When the honeymoon is over <link updated to site home> ( Search On Cite | Search On Google )
The ''Honeymoon effect'' is synonymous to what happens after the newly wed couple comes from the honeymoon and forget all the promises taken during the honeymoon. In order to lessen the effect as far training is concerned and its outcome 1. we should held responsible the immediate boss for its implementaion and its out come. To evolve such systems , that every after 15 days you get feedback on the same if you are internal trainer if outsource than get the help of senior manager to get the same. . In case the things not moving as per the desire call the manager who is responsible and again train him as how to go about it . Though it is costly initially but if no action taken than things are taken for granted and it becomes a vicious cycle than every one feels it a paid holiday. If taken right action at the right time than it will be cost effective.
2. As rightly said make it public before the start of the training that after the training what change they can bring provided we have identified the specific need of the training to the concerned participants
3. Fix the specific time period for the outcome and if possible and not costly keep video conference for half an hour to get the pulse from the candidate directly.
There are many more methods.
Consultant - training development and placement