According to US News, shift shock is among the top workplace trends, with #shiftshock having over a billion views on TikTok. Below, we consider what the term means, how it affects employees and employers, and how it might be prevented.
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Shift Shock Unveiled
“Shift shock” is the feeling experienced upon realising that the reality of a job differs from expectations. For instance, if the worker was expecting a healthy work environment only to be greeted with a toxic workplace culture, such feelings may include elements of disappointment, frustration, and regret, to name but a few.
Job advertisements often play a significant role in this issue. Points included in the advert typically fuel job expectations. As such, inaccuracies within it can consequently result in false expectations, leading to shift shock once these are realised.
Read: Workplace Culture 2024: Trends to Look Out For
According to a survey conducted by The Muse, 72% of participants had experienced the problem when starting a new job. 80% agreed that it would be acceptable to leave a new role before six months if job expectations were not met. 29% of those who experienced shift shock stated that this encompassed both the job and the company in question.
Kathryn Minshew, co-founder and CEO of The Muse, has explained the popularity of this relatively new workplace trend. She stated: “This is a generational shift, driven by Gen Z and millennial candidates who are more likely to believe the employer-employee relationship should be a two-way street.” She added: “The pandemic has emphasised for many that ‘life is short’, which means candidates are less likely to stick around in unfulfilling jobs.”
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The Hidden Threat to Employee Retention, Morale, and Organisational Stability
Whilst shift shock can be unpleasant for new employees, it is similarly undesirable for employers. It can result in poor employee retention and high staff turnover. This, in turn, can lead to excessive recruitment costs, reduced productivity, and even operational issues due to too many vacancies. Dissatisfied employees, whether present or former, may also affect the company’s reputation, potentially impacting future recruitment.
On a more individual level, shift shock in employees can result in poor performance and low staff morale. If employees feel deceived in any way, this may result in mistrust of leadership within the company. Such employees may be difficult to manage and resistant to company policies and directives.
From a structural perspective, shift shock can also have a negative impact on organisational stability. High staff turnover increases the pressure on remaining employees and the likelihood of them leaving. Overall, employee well-being can be affected, with potential consequences for productivity and workplace culture. Moreover, a pervading sense of restlessness and uncertainty makes for an uncomfortable and dissatisfied workforce.
Essential Strategies to Enhance Hiring Success
Employers and job seekers are both responsible for lessening the likelihood of shift shock. Job seekers should take time to research specific companies and roles before applying. Company websites and recruitment sites such as Glassdoor and LinkedIn profiles can all be valuable sources of insight. Applicants should also strive to make their expectations clear and ask appropriate questions during the hiring process.
Despite this, there are certain steps employers can take to reduce the possibility of shift shock in new workers. Transparency and honesty in job advertisements can help prevent job seekers from forming unrealistic job expectations. Encouraging frank discussions during the hiring process and avoiding inaccurate descriptions of either the job or the company can also help.
Read: Employee Assistance Programmes: A Must-Have for Businesses
Furthermore, alterations in the hiring process may prove effective in preventing the issue. Employers may wish to consider involving future team members in the recruitment process. According to recruitment agency TLNT, such collaborative hiring techniques deliver “a higher level of employee involvement, stronger employee buy-in, and a more diverse assessment of the candidate.”
Even after the hiring process, employers should implement measures to assess and mitigate any shift shock in new hires. Managers should receive appropriate training to understand the issue and how to handle it. They should facilitate discussions with new employees and be able to suggest solutions to resolve any shift shock.
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