How to avoid shift shock and retain top talent

Shift shock is the work equivalent to buyer’s regret and refers to a new job that fails to live up to expectations. In a Muse survey, 72% of respondents said they’d experienced shift shock. If managed poorly, employers are at risk of losing talent.

Why does it happen?

There are many reasons why new employees might experience shift shock. It could be caused by a job seeker’s preconceptions or mindset towards work. Or it could be the result of how employers attract talent and manage the onboarding process.

Talent expectations

Kathryn Minshew, The Muse’s cofounder, states that shift shock is a generational shift driven by Gen Z and Millennials who believe the employer-employee relationship is a two-way street. Today’s job seekers are attracted to more meaningful jobs that align with their values, and they will push to achieve this to gain a happy work-life balance. 

It’s time for a new mindset. Our relationship with work has changed forever. Job seeker expectations have risen, and it's the employer’s responsibility to showcase an employer brand that attracts the best people and retains employees. A great employer brand will carve out a positive employee experience that people want to be a part of.

Unrealistic employer brands

We have previously discussed whether employers should be real or reel. The article debates whether employers should provide a highlights reel of their workplace to attract a larger talent pool or adopt a warts-and-all approach to convey a more realistic view.

A realistic and truthful representation of the employer and workplace will initiate trust and respect from the beginning. It will help forge a strong working relationship between employer and employee. At Heart, we never hire based on a job description alone. Ideally, we speak to at least 2 to 3 stakeholders to gain a more realistic picture of the job and employer.

Lack of transparency 

There’s a fine line between selling a job opportunity and employers losing their authenticity. Sugarcoating the details can prevent a job seeker from gaining a true insight into the work involved. They’ll get a false indication of whether they are right for the role. Glamourising the perks and benefits on offer may also impact a job seeker’s perception by overshadowing the reality of the role. To attract the right talent, employers must deliver a true reflection of what it means to work for the organisation and what kind of employee they are looking for.

A tunnel-vision approach

Job seekers may have a tunnel-vision approach, being drawn to the salary or perks instead of assessing whether they are right for the role. If they fail to read the fine print, they might realise the grass isn’t always greener and return to their previous job or look elsewhere.

If a hire is made through a recruitment agency, there’s also the risk that industry pressure will force recruiters to push hasty sales pitches designed to attract quantity rather than quality. 

At Heart Talent, we are a people-first organisation. We would rather take longer to fill a role and find the right person than work to meet KPIs and fill more jobs. Our team does not work on commission based on placement fees. However, many business models within the industry work this way.

What impact does shift shock have on the employer?

If an employee experiences shift shock, it may be followed by what AIM WA CEO Professor Gary Martin calls the ‘boomerang appeal,’ a phrase used to describe what happens when someone returns to their previous job. 

The Muse’s survey found that 41% of respondents with shift shock would give a new job 2 to 6 months as a new hire. For this reason, it is important to check in on your employees on a regular basis, particularly at the start of their work. 

If there are issues or challenges you can help rectify, your new hire may decide your organisation is the right place to be, and you’ll retain your employee. Communication is essential in ensuring employees are aligned with your organisation and that they are benefiting from a positive employee experience.

How to avoid shift shock to attract and retain talent

As always, prevention is better than a cure. With an effective recruitment process and a solid understanding of the talent market, you are less at risk of hiring talent that falls into shift shock.

Deliver an authentic recruitment process. Act with integrity at every stage of the recruitment process to create a job opportunity that instils confidence in the ideas and expectations of the talent. Offer value from the initial brief and discussions through to the job advert and marketing campaign. 

Use open, transparent communication. Communication is key. Dig deep to discover the motivations behind the talent and understand the WHY of their job search.

Be prepared to deliver bad news. If you have a candidate that is not the right fit for a role, be prepared to communicate this with constructive feedback. Offer advice about where they might be better suited to maintain a positive candidate experience.

Frame interview questions around challenges. You can gain greater insight into potential employees by asking the right questions. Choose questions that encourage answers based on real-life experience and promote transparency while offering an understanding of a candidate's skills, character and work ethic.

Final thoughts

If one of your employees is experiencing shift shock, you want them to feel comfortable discussing it with you before making the decision to leave. To build an environment based on trust and security, you must have an effective onboarding process. This acts as a foundation for building a strong working relationship between employer and employee.

Offering the opportunity to discuss possible issues or challenges may reveal signs of shift shock. If you suspect someone is experiencing shift shock, talk to them about what would make their experience better. It could be a slight improvement to the role or a change in the working environment, such as flexible or hybrid working or a switch of teams. There may be small ways that the employee experience could be tweaked to help meet expectations so that you get the best from every employee’s work.

Looking for more insights about talent attraction and engagement? Check out our employer resources.