What is a shift shock?

Job shift shock refers to the surprise or regret a new employee feels when he or she realizes the position he or she has accepted is not what he or she expected. Also called ""new employee remorse,"" shift shock typically occurs soon after an employee begins working at a company.

While it's normal for a person to feel nervous when adjusting to a new role and meeting new people, it goes beyond everyday nervousness. It can lead to decreased job satisfaction, performance issues, turnover, and more.

What can cause shift shock?

For the new employee, job shift shock usually signals a disconnect in the recruitment stage. Inevitably, they learn new things about the company or their role after starting work that they should have discussed before signing the offer letter. Common causes of shift shock include:

• Lack of transparency:  Sometimes interview conversations and onboarding processes  lack the transparency  that is necessary for a new employee to truly know what their role is or what the company culture is like.
• Incorrect job descriptions:  Job seekers get their initial impression about 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 new talent becomes hard to find, recruiters   may feel pressured to misrepresent or exaggerate company benefits to  attract more candidates .
• Disorganized hiring processes:  Misalignment of leadership and hiring teams can lead to frustration and confusion among new employees.
• Misleading company reviews:  Sometimes online reviews don’t show the whole picture. Your company might be highly rated for DEI or flexibility, but that’s not the reality for your employees, which can lead to shift shock.

Even experienced employees can experience shift shock. This often happens when an organization  goes through significant process or culture changes  , such as suddenly switching from the fully remote model they were originally promised when hired, to a hybrid or fully in-person model. An employee may also feel disheartened after a promotion or departmental reshuffle if the manager wasn’t completely transparent about the workload and job requirements for a new internal opportunity.

Recognizing the signs of shift shock in your new employees

Shift shock may not always be obvious. Recognizing the issue depends on how communicative the employer or manager is with their teams and how open the new employee is about their circumstances. Here are common symptoms of shift shock in new employees:

• feelings of disappointment, regret, stress, or anxiety
• Inability to adapt or adjust to one's role
•  Resistance to change or professional development
• Negative attitude toward your job or company
• Mistrust in leadership

If you think shift shock is on the rise in your organisation, ask for feedback.  Surveying your new employees  can give you some insight into what their experience has been like so far and what they wish they had known before day one. For example, you could ask if they feel welcome, whether the messages they have received about the role match their experience and how your company can do better.

 Conducting  exit interviews is another great way to learn more about the reasons employees are leaving the company – especially if they haven’t been at your company for very long – and what you could have done differently.

Consequences of shift shock for employers

Shift shock is more than basic dissatisfaction at work. If ignored, it can have far-reaching effects on your company. For example, widespread shift shock can result in the following:

• Job dissatisfaction  :  Employees who are not happy with their employer or their role don’t always give their best effort and are more likely to quit. Or worse, they stay but in a state of resentment that harms your work culture.
• Decreased employee engagement:  Engaged employees  are fully dedicated to their role. Shift shock can prevent new employees from becoming invested in their job and seeing their work as meaningful.
• Higher recruiting costs:  High turnover rates mean your  company  spends more to replace talent each year, which impacts your company’s profits.
• Poor performance:  Dissatisfied employees don’t always put in their best effort, resulting in missed deadlines, poor work quality and lost customers.
• Long-term disruption:  Increasing vacancies lead to imbalanced workloads across teams, which hampers your company-wide performance. It can also make others question their decision to stay.

In addition, employees suffering from shift shock may feel less qualified to perform their job duties, requiring more assistance than someone who knows exactly what to expect. As a result, you may find yourself spending more time onboarding and training.

How to prevent job change shock in your organization

Job change shock is a preventable problem. Here are some steps you can take to ensure it does n't derail your talent management  efforts  :

Collaborate with your recruitment team

Beyond the daily responsibilities and performance KPIs for an open role, your recruiting team should have a good understanding of your company culture. They should also know  how to communicate effectively during the interview process  . Before advertising any open roles, meet with your recruiting team and make sure you’re on the same page.

Create accurate job descriptions

Make sure your  job description  is as clear and accurate as possible, so that no candidate “applies” with the wrong assumption. Every role is different, which means every 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

In addition to 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. Interviewers need to know how success is measured and where this role can take their career in the future.

Create a Structured Onboarding Process

A structured onboarding program lasting anywhere from a few weeks to a few months   lays the foundation for a successful career at your company. This is when your new employees get to know their peers and managers, become comfortable in your workplace, and develop the skills and habits necessary for their role. Guiding this part of the employee  experience  ensures that the hiring process translates positively.

Reassign your employees

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

Schedule regular check-ins

Regular check-ins are important, 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 a problem, you can work with your employee to heal the disconnect and come up with solutions together.