The new work trend i.e. ‘shift shock’
Among the top 10 workplace trends of 2023, according to U.S. News, was “shift shock,” a phenomenon that has become more prevalent in early 2024. What then is “shift shock“? It’s the realisation that your new new job is not what you had anticipated it to be, and it’s causing people to talk about it online, especially younger job searchers.
According to a recent Muse Shift Shock Survey, 72% of Muse readers reported having gone through “shift shock,” and 80% of respondents thought it’s okay to quit a new job before it’s been there for six months if it doesn’t live up to your expectations.
Shift shock is the emotion you get when you start a new job and discover—either with surprise or regret—that the position and the firm are nothing like what you were told.
Candidates from Generation Z and millennials, who are more inclined to think that an employer-employee relationship should be a two-way street, are driving this generational transition. In addition, the epidemic has made it more common for people to emphasise that “life is short,” which makes it less likely that applicants will stay in unsatisfying positions.
Why is ‘shift shock’ trending?
“Shift shock” fits in with other recent trends suggesting Gen Z prefers flexible, low-stress professions that encourage work-life balance and rejects the “churn-and-burn” culture—where firms overwork their employees. These trends include silent resigning, lazy girl jobs, quiet ambition, and productivity theatre.
Leaders find it difficult to attract and keep top talent when word spreads that these organisations are burning out employees left and right, which feeds back into the churn-and-burn culture’s vicious cycle. We frequently hear about leaders and staff in “churn-and-burn” cultures who are extremely pessimistic, unwilling to adapt, silently leaving their jobs, or actively seeking to leave the company. These viewpoints and actions support the burnout epidemic and occasionally even feed it.
In recent months, the trend has gained popularity online; on TikTok, the hashtag #shiftshock has had over a billion views. A market that is rife with discontent is caused by candidates who are unable to find employment they want and businesses who are having difficulty finding qualified candidates. To discover individuals whose talents align with the positions they are attempting to fill, organisations need to put more money into their hiring procedures.
How can we mitigate the ‘shift shock’?
Many workers who experience “shift shock” end up job jumping or looking for other positions right away. It’s critical for job seekers to plan ahead before accepting a new position in order to lessen this issue. Throughout the hiring process, be clear about what you’re seeking in a role and ask specific questions about the function, compensation, and overall expectations for the job.
It’s crucial for applicants to educate themselves about the positions and companies they are interviewing with. Companies should also set up procedures that allow new hires to voice any issues they may have after starting their new roles.
How To Avoid This?
According to LinkedIn, the average person changes jobs every 4.2 years. This highlights career transitions that may cause employees to feel disoriented when they move to a new role and company. Gen Z and millennials have also reported feeling regret after accepting a new role, even if they thought it was their “dream job.”
One can always resort to simple shifts in mindset that could help one adjust better to new jobs or to the consequences of a “shift shock”.
Accept change as a chance for personal development rather than a setback, be proactive in asking for help from coworkers and superiors, and never forget why you seized the chance in the first place. Since communication is essential, it’s critical to have frank conversations with the team, colleagues, and management. Lastly. prepare for the needs of the circumstance and adjust to a new style of functioning. As they say, “Failing to plan is planning to fail.”
Conclusion
One must be proactive in learning about impending changes, keeping lines of communication open with your managers, and actively participating in professional development to strengthen one’s resilience in order to prevent shift shock.
It’s critical that prospective employees and employers have an open and honest discussion about what’s expected of them in terms of performance, pay, work-life balance, and company culture before committing to take a new position. This openness can promote mutual understanding, help to establish trust, and significantly reduce shift shock.
