Mynavi Releases 'Survey on June Sickness and Evaluation Feedback 2026'

Mynavi Corporation (Headquarters: Chiyoda-ku, Tokyo; Representative Director and President: Shunsuke Awai) has released the results of its 'Survey on June Sickness and Evaluation Feedback 2026,' conducted among full-time employees aged 20-59.

Defining June Sickness In this survey, 'June Sickness' refers to the state where employees experience decreased motivation or fatigue in their professional or personal lives around June, after becoming accustomed to the new fiscal year's tasks and environment. Unlike 'May Sickness,' factors like the lack of long holidays and specific climatic changes in June may play a role.

Key Findings 1. Prevalence: 19.8% of regular employees reported experiencing it, with those in their 20s (27.6%) reporting the highest rate, indicating a higher prevalence among younger demographics. 2. Factors: The main causes are categorized into four factors: the process of adjusting to the new fiscal year, dissatisfaction with bonuses or evaluations, a lack of holidays leading to decreased drive, and weather-related factors like the rainy season. 3. Self-Perception: Those who experienced June Sickness most frequently cited 'feeling more easily fatigued' (54.0%) and 'a decrease in motivation for work' (53.9%). While some take measures like better health management or taking paid leave, 29.0% reported taking no action. 4. Evaluation and Feedback: Employees who feel satisfied with their evaluations tend to have 'thorough feedback.' Conversely, among those with low satisfaction, 68.4% report having 'no feedback or results sharing.' 5. Corporate Response: 46.1% of mid-career recruitment managers feel that consultations regarding mental health increase in June compared to other months, often including reports of lost motivation persisting from May Sickness.

Comments from the Survey Manager June is a milestone period, two months after the new fiscal year begins, where fatigue and motivation changes become apparent. Companies are required not only to care for employees' physical and mental health but also to encourage paid leave and provide opportunities for dialogue when sharing evaluation results. Since satisfaction with evaluations is directly linked to motivation, communication during this milestone period is critical.