Job Shift Shock

What Is Shift Shock?

Job shift shock describes the surprise or regret a new hire feels when they realize the position they accepted isn't what they expected. Also referred to as "new hire's remorse," shift shock typically occurs soon after an employee starts with a company.

While it's normal for someone to feel nervous as they adjust to a new role and meet new people, this goes beyond everyday jitters. It can lead to low job satisfaction, performance issues, turnover, and more.

What Can Lead to Shift Shock?

For a new employee, job shift shock typically indicates a disconnect in the recruiting phase. Essentially, they end up learning new things about the company or their role after they start working that should have been discussed before they signed an offer letter. Common shift shock causes include:

• Lack of transparency: Sometimes interview conversations and onboarding processes lack the transparency necessary for a new hire to truly know what their role entails or what the company culture is like.
• Inaccurate job descriptions: Job seekers get an initial impression of your company from your job descriptions. If they don't accurately represent the role, perks, or work environment, this can lead to shift shock.
• Labor shortages: When it's harder to find new talent, recruiters may feel pressured to misrepresent or oversell the company's advantages to attract more candidates.
• Disorganized hiring processes: Misaligned leadership and hiring teams can lead to disillusionment and disappointment among new hires.
• Misleading company reviews: Sometimes online reviews don't paint the full picture. Your company might be highly rated for DEI or flexibility, but that's not the reality for your employees, it can lead to shift shock.

Seasoned employees can also experience shift shock. This often happens when an organization undergoes significant process or culture changes, like suddenly switching from the fully remote model they were originally promised upon hire to a hybrid or fully in-person model. An employee may also feel disillusioned after a promotion or departmental shuffle if the manager wasn't fully transparent about the workloads and job requirements for a new internal opportunity.

Recognizing Signs of Shift Shock in Your New Hires

Shift shock may not always be obvious. Part of recognizing this issue depends on how in touch an employer or manager is with their teams and how forthright the new employee is about their circumstances. Common signs of shift shock in new hires include:

• Feelings of disappointment, regret, stress, or anxiety
• Inability to adapt or adjust to their role
• Resistance to change or professional development
• Negative attitudes toward their job or the company
• Distrust in leadership

If you suspect shift shock is on the rise at your organization, ask for feedback. Surveying your new hires can give you some insights into what their experience has been like thus far and what they wish they knew before Day One. For example, you can ask if they feel welcome, if the messaging they received about the role matches their experience, and how your company can do better.

Conducting exit interviews is another great way to learn more about why employees leave—especially if they haven't been with your company for very long—and what you could have done differently.

Consequences of Shift Shock for Employers

Shift shock is more than a basic dissatisfaction at work. If left unchecked, it can have far-reaching consequences across your company. For instance, pervasive shift shock may result in the following:

• Job dissatisfaction: Employees who aren't happy with their employers or in their roles don't always put in their best effort and are more likely to leave. Or worse, they stay but in a state of resenteeism that harms your work culture.
• Reduced employee engagement: Engaged employees are invested in their roles. Shift shock can prevent new hires from investing in their job and finding their work meaningful.
• High recruiting costs: High turnover rates mean your company spends more on replacing talent each year, which eats into your company's bottom line.
• Poor job performance: Dissatisfied employees don't always put in their best effort, which can result in missed deadlines, poor work quality, and customer loss.
• Prolonged disruptions: Increased vacancies imbalance workloads across teams, which disrupts your company-wide performance. It can even make other people question their decision to stay.

Also, employees suffering from shift shock may feel less qualified to perform their job duties, requiring more support than someone who came in knowing exactly what to expect. As a result, you might find yourself spending more time onboarding and training.

How to Prevent Job Shift Shock in Your Organization

Job shift shock is a preventable issue. Here are some steps you can take to ensure it doesn't affect your talent management efforts:

Collaborate with Your Hiring Team

Beyond daily responsibilities and performance KPIs for an open role, your hiring team must have a good sense of your company culture. They should also know how to effectively communicate what it's like during the interview process. Before advertising any open role, meet with your hiring team to make sure you're on the same page.

Create Accurate Job Descriptions

Make sure your job descriptions are as clear and accurate as possible, so no candidate will hit "apply" with the wrong impression. Each role is different, which means each job description should be tailored accordingly. However, using job description templates with standard, pre-approved language detailing your company, culture, and perks helps prevent misconceptions.

Set Clear Goals and Expectations

Along with daily responsibilities, communicate your goals to your job candidates. From company-wide objectives to role-specific benchmarks, paint a clear picture of how this job fits into the bigger picture. Interviewees need to know how success is measured and where this role may take their career in the future.

Create a Structured Onboarding Process

Lasting anywhere between a few weeks and a few months, a structured onboarding program lays the foundation for a successful career at your company. It's when your new hires get to know their peers and managers, ease into your workplace, and build the skills and habits required for their role. Guiding this part of the employee experience ensures the hiring process translates positively.

Reboard Your Employees

Don't forget to reboard your employees periodically. For example, you should reboard whenever your workplace evolves significantly and after someone returns from a longer absence (e.g., parental leave). Similar to onboarding, reboarding is a great way to support your employees, keep everyone aligned, and ease those inevitable growing pains along the way.

Schedule Regular Check-ins

Regular check-ins are key, especially during the first few months on the job. Scheduled one-on-one meetings help you learn more about their transition to your company, ensure they feel supported, and provide opportunities for self-advocacy. If shift shock is an issue, you can work with your employee to pinpoint the disconnect and find a solution together.