A couple of years ago, Kathryn Minshew, Co-Founder and CEO of The Muse, a value-based, women-led career platform, coined a new term ‘Shift Shock’. It is ‘that feeling when you start a new job and realise, with either surprise or regret, that the position or company is very different from what you were led to believe.’
This was around the ebb of the Covid-19 pandemic, where people were beginning to expect different things in the workplace. Unsurprisingly, a large number of employees, particularly women, had recalibrated their employer expectations during the stay-at-home period. They believe that the employer-employee relationship should be a two-way street rather than a hierarchy. Since then, they have become more aware and vocal about the gap in expectation versus the reality of their jobs, which in turn leads to Shift Shock.
Bengaluru-based Sudheeshna Chakravarthy quit her old boutique IT firm to join a larger corporate IT company. ‘On paper, it was a delightful transition. They offered me weekends off, a sizeable Mediclaim, I was eligible for maternity leave after a year, bigger clients, and a more challenging role, and so on. But there was a complete lack of transparency and also a clear mismatch in expectations. For instance, there was a DEI policy but we were hardly a few women and the boys’ club largely dominated all the important meetings. Secondly, I was told in no uncertain terms that even though I was eligible for maternity leave after a year, it would be inadvisable for me to get pregnant. If I did, plum roles, salary hikes and all-round career advancement would not be forthcoming. In my old firm, there were no policies, but managers were empathetic enough to work around your situation as long as you met your deadlines and were reliable. There was also lesser gender bias. Here, in the new firm, it was a cutthroat work environment. Of course, every company has their issues and most employees understand when the issue is genuine, but in this case, it was just unethical practices. I tried my best to fit in and get over what I thought were teething troubles, but I eventually quit the job in about 8 months. Today I freelance as a coder and website developer, and I’m much happier for it.’
Sudheeshna isn’t alone. Shift Shock can be hard for most employees, but harder for women who may also have to encounter discriminatory practices in the workplace, and also require flexibility in their working hours. However, while experiencing Shift Shock, it is also important to ask that all-important question, ‘Is it me, and not them?’ Ask yourself why you’re feeling Shift Shock, listing out all the reasons on a piece of paper, and providing valid, logical arguments in favour of them. Also list out the pros of the job, and what you like about it. Some of you may need to stick around because bills need to be paid and the career-building process is non-negotiable. For others, before you leave a job, ensure that you’ve tried your best to make it work. Give it at least 3-6 months before you make up your mind. And although this is not always possible, try to have a backup option (or two!) in hand.
Janhvi Sharma, trainer, and career counsellor says that the onus is on the organisation as well, to prevent shift shock by following a set of rules:
1. Be upfront at the hiring stage about what you can and cannot offer. Clarity is especially important when you discuss responsibilities, remuneration, flexible working hours or remote working policies.
2. Don’t be autocratic. Listen to the employee’s expectations as well. Ask them what they want so that they feel heard. If you can’t offer it, be frank, but reiterate what you do offer instead. The idea is to let them know that their opinion and needs matter.
3. Ensure that your company culture is in line with your communication with each new hire. Conduct training programmes among employees regularly so that they are aligned to the same value systems as the company.
4. Keep communication open. Empower manages to handhold new recruits if they’re feeling lost or insecure. You may find that Shift Shock can easily be overcome if you just communicate enough.
5. At the hiring stage, gauge whether the candidate is also the right fit for the company. In your desperation to fill a role, you may cause more heartache for all parties involved.
The Muse also conducted a survey among 2,500 respondents in 2022, and a whopping 72 per cent claimed to have experienced Shift Shock and 80 per cent said it was acceptable to leave an unsatisfactory new job within six months. The interesting thing is that 48 per cent felt inclined to get their old job back, which brings us to becoming a ‘Boomerang Employee’.
A boomerang employee is someone who leaves a company and then goes back to be rehired by them in either the same position or a different one. They are named after the circular trajectory of the boomerang. These comeback queens primarily return for the familiarity and validation they feel from a previous job, although revised remuneration and a meatier job role can also be their driving force.
Janhvi says that boomerang employees are a boon and a bane, and HR managers can gain from rehiring them, providing they tread with caution. ‘They have prior knowledge of the company, so they are likelier to know what they’re getting into this time round. They are also likelier to fit into the company culture. So your training, onboarding time, and effort are greatly lessened. Boomerang employees may also bring a fresh perspective and added skill sets to a business, which makes them valuable rehires. As for the downsides, ensure there is no bad blood or bitter terms on which they left the company. Ask for clarity on why they left, and why they return. They may also be looking for a stopgap arrangement between jobs, so you will need to be watchful. Reintegration is also an important aspect, to keep them abreast of changes within the team and the company.’
If you’re on the other side of the hiring process, experiencing Shift Shock and/or being a Boomerang Employee can cause a lot of angst, but it is still important to prioritise career satisfaction, positive work culture, and self-respect over notching up years in the same company.