‘Shift shock’ in your new job? Here’s how to overcome and thrive

Have you started a new job recently and felt a little disoriented? The recent wave of workplace changes, from hybrid models to restructuring, has left many professionals experiencing a phenomenon known as ‘shift shock.’

While shift shock has become a buzzword in recent years, the feelings associated with it are not new. More than 70 percent of employees report experiencing shift shock at some point in their careers, as per the Muse survey.

Also known as the new hire’s ‘great regret’, Navid Nazemian, founder, CEO, and executive coach, describes shift shock “as the feeling of surprise, disappointment, or regret that some new employees experience after starting a new job”.

Shift shock was one of the top 10 workplace trends in 2023 and is continuing to gain momentum into early 2024, as suggested by US News, with about 29 percent of employees experiencing “shift shock” encompassing the job and the company culture, as indicated by the Muse’s earlier Shift Shock survey.

Despite appearing like another passing trend alongside recent workplace trends, why is shift shock still trending in today’s workplace?

LinkedIn suggests that an average person changes jobs every 4.2 years, highlighting individuals’ career transitions that might result in the initial disorientation employees feel when they move to a new role and company, with Gen Z and millennials noting experiencing regret after accepting a new role, even when they considered it their “dream job”.

“In addition to misleading job descriptions and lack of transparency about company culture, shifts in work arrangements, cultural mismatches, unmet benefit expectations, and toxic and rigid work environments are some of the critical factors that have led to its rise in today’s world of work,” Navid highlights.

“While starting my current job, I felt an overwhelming mix of confusion and discomfort. The sudden change in environment, culture and expectations left me questioning if I made the right decision to switch to this new role,” an Analyst shared.

Usually beginning with the initial stage of unfamiliarity and disorientation from the new work and workplace, shift shock, followed by regret, has led employees to experience increased stress, anxiety and isolation, affecting their productivity, engagement and well-being.

With about 30 percent of job seekers leaving jobs within the first 90 days of getting hired (Jobvite), should employees change and turn in the notice if they experience shift shock?

“By embracing change with an open and positive mindset, adaptability, resilience and building a strong support network, one can thrive in the new, ever-evolving workplace,” Divya Mohan, CHRO, Insurance Dekho, suggests, while highlighting a few proactive steps one can follow to mitigate shift shock.

• Embrace change as an opportunity for growth rather than a setback; any change is uncomfortable.
• Stay proactive by seeking support from colleagues and supervisors, and remember why you took up the opportunity in the first place.
• With communication being the key, it’s crucial to maintain open and honest dialogue with the team, peers and the manager.
• Brace up to the demands of the situation and get acclimated to a different way of working.

Prioritise self-care to manage your emotions and have faith in your ability to adapt and push for changes, Mohan concludes.

Karnam Gupta, a PR Manager, suggests that employees should ask relevant questions before accepting a role while also cross-checking if it aligns one’s personality with job responsibilities is essential to avoid unexpected challenges.

Sometimes shift shock happens when hiring managers paint a rosy, unrealistic picture of the role, the company or both, and addressing it at an individual level might seem overwhelming being a new hire. Organisational leaders and hiring managers play a pivotal role in easing the transition for their employees to mitigate shift shock.

So, how can leaders effectively address workplace stress, a common outcome of shift shock, highlighted by the American Psychological Association as a significant contributor to the $500 billion annual cost to the U.S. economy?

Navid emphasised, “It’s crucial to be transparent about role expectations, company culture and work arrangements during the hiring process.”

Leaders can build a positive and inclusive workplace culture to enable employees to feel valued and supported and navigate shift shock. (Source: Freepik)

Here are some additional strategies that leaders can use to navigate shift shock in the workplace:

• Offer support and resources, like training programmes, access to mental health resources, or one-on-one coaching sessions, which can help employees feel more equipped to handle the changes.
• Build a positive and inclusive workplace culture to enable employees to feel valued and supported. Encourage teamwork, recognise achievements, and create an environment where employees feel comfortable sharing their concerns and ideas.
• Encourage feedback and collaboration for employees to navigate the challenges arising from the shift. Engaging employees in the change process can help them feel more invested in the outcome and control their work environment.
• Encourage leaders and employees to develop emotional intelligence to help everyone better understand and manage their self and colleagues’ emotions with empathy during times of change.
• Monitor how the changes impact the team to make adjustments as needed. Regular check-ins with employees can help you gauge their well-being and address any arising issues.
• Invest in professional development opportunities to help employees enhance their skills and adapt to new roles or responsibilities that may arise from the change.

Shift shock is an inescapable part of the modern work experience; however, by recognising and adopting proactive strategies with effective communication, individuals can transition their careers into opportunities for growth and innovation, and leaders can help their teams navigate shift shock more successfully and build resilience in the workplace, as the ability to adapt and thrive amidst change will be a defining characteristic of successful organisations and individuals in the future of work.

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