Understanding 'Shift Shock' and its consequences

Contents

What is 'Shift Shock' and what are its consequences?

How does MEOW Consultancy prevent 'Shift Shock'?

How does MEOW Consultancy avoid the risks of 'Shift Shock' and improve talent retention?

What is 'Shift Shock' and what are its consequences?

'Shift shock' is becoming increasingly widespread, particularly in the United States, where almost 75% of workers say they are disappointed by their new job, with 72% believing that their new job does not meet their expectations. This disappointment can lead to rapid job turnover, affecting company stability and employee satisfaction. 29% express disappointment with both the job itself and the company. Furthermore, 40% of employees plan to look for a new job within 2 to 6 months, and 80% consider it acceptable to leave their new job after less than 6 months if it does not meet their expectations.

Impacts on the Company

• Staff instability and increased costs: Rapid employee turnover leads to instability in the organisation, forcing the company to constantly recruit and train new talent. This leads to additional costs associated with recruitment, training and reduced productivity.

Impacts on the newcomer

• Disappointment and loss of confidence: The gap between expectations and the reality of the job can lead to disappointment and demoralisation in the new employee. It can also lead to a loss of trust in the company and its management, affecting commitment and performance at work.

Nearly ¾ of workers say they are disappointed by their new job

How does MEOW Consultancy prevent 'Shift Shock'?

Transparency and open communication

MEOW Consultancy focuses on open and transparent communication from the very beginning of the recruitment process. By providing detailed and realistic job descriptions, as well as information about the company culture, benefits and expectations, candidates can make informed decisions about their suitability for the role.

Alignment of values and expectations

MEOW Consultancy ensures that candidates' values match those of the company right from the start of the selection process. By identifying and aligning core values, MEOW Consultancy ensures a better cultural fit between candidates and the company, reducing the risk of disagreement and premature departure.

Integration and post-recruitment follow-up

To avoid 'shift shock', MEOW Consultancy supports employees during their first few months in the company. Regular feedback and meetings with mentors help new employees to integrate effectively and understand their role in the organisation.

Promoting corporate culture

MEOW Consultancy helps companies to actively promote their corporate culture. By highlighting well-being initiatives, professional development opportunities and company values, candidates are better informed about the environment in which they are joining. This helps to strengthen employees' sense of belonging and commitment right from the start of their career.

How does MEOW Consultancy avoid the risks of 'Shift Shock' and improve talent retention?

In response to the 'Shift Shock', MEOW Consultancy offers a recruitment strategy based on transparency, alignment of values and rigorous post-placement follow-up. This approach goes beyond simply filling vacancies, and aims to create lasting partnerships between employees and employers, based on mutual understanding and respect for expectations. By adopting these practices, companies can not only improve their talent retention but also strengthen their corporate culture, creating a more stable and satisfying working environment for all. A Microsoft survey of 31,000 people in 31 countries shows that 53% prioritise their health and well-being over work, and almost 20% have left their job in the last year. Among those surveyed from generation Z and Y, 50% plan to find a new job within the year, as part of the Great Quit movement.