Where does the motivation felt during interviews disappear to? How can a new hire’s initial enthusiasm turn into disappointment within just a few weeks? “Shift shock” – the disillusionment experienced during the probation period – is a common reason for early exits and serves as valuable feedback for employers. It’s worth examining what causes this feeling in new employees and what employers can do to prevent it.
Consider a highly anticipated gadget that you've ordered online. If it lives up to expectations, the joy and excitement are immense. You’re satisfied with your choice, and you love using the product. But if it doesn’t match what the webshop promised, you feel disappointed. The thrill of anticipation turns into letdown: Do you accept it, or send it back and choose something better?
Similarly, new hires typically begin their job with enthusiasm and high expectations. They applied for the posted position, chose the company, and were selected over many other applicants – a great, motivating experience. Then, as weeks go by, the employee begins to feel that what was promised during interviews doesn’t quite match reality.
Shift shock is a form of disappointment in the role, the team, or the company culture, that can lead to disengagement, early resignation, or quiet quitting.
It’s natural for job ads to present an appealing image of the workplace, but exaggerated promises can backfire. Authentic employer branding is essential at every stage. Present the company’s true character from the job posting through to interviews – that way, the employee won’t be caught off guard later.
The first few days at a new company are crucial. If the new hire is left alone, buried in complex admin tasks, or doesn’t know who to ask for help, the first impression will likely be negative. A smooth, transparent onboarding process helps new colleagues feel at home faster and eases their integration.
If the new employee feels isolated, wondering “Why am I even here?”, something’s wrong. Internal communication plays a key role in building early trust. It should help new hires navigate their roles, learn, and feel part of the community. Giving them access to internal platforms early on – where they receive regular updates, see team messages, watch welcome videos, explore the culture, and ask questions – is already a big step forward.
Remember that gadget again? If it delivers on its promises, you’ll use it gladly, recommend it, and won’t think of sending it back. The same goes for new employees: if they get what they expected from their new job, shift shock won’t be a concern.
In just one or two months, a company can do a lot to ensure new colleagues experience their probation period not as a growing disappointment but as a true arrival – a successful integration. A strong internal communication platform is a basic tool for this ongoing connection.
For the onboarding period during the first days, prepare a well-structured, transparent plan. New employees should always have something to read, explore, or learn, helping them gradually settle into the work environment. Introduce managers and teammates, share welcome videos, contact info, training materials, etc. Let them know what’s coming up, what tasks are ahead. The key is consistency and a personal tone, so the new hire feels directly addressed. This makes it much more comfortable to start working in a new place and with new people.
From about the second week, real day-to-day work begins. A mentor or buddy system can offer crucial support. The employee starts handling their tasks (gaining both responsibility and a sense of achievement), but isn’t left to figure it all out alone. At this stage, knowing that they can ask questions and seek help is incredibly important.
Around the second month, it’s helpful to facilitate two-way feedback – both giving and receiving. This can be done in a one-on-one conversation or through a survey. Encourage the new hire to share their experiences, and also talk about long-term goals.
Probation period disappointment is often the result of a communication breakdown, which means it can be avoided with proper planning and consistency. The Blue Colibri App offers a modern, user-friendly interface for new hires to connect with company life. Its digitally trackable onboarding module helps structure and automate the employee journey from day one. With customized onboarding checklists, introductory content, videos, and microlearning materials, the new hire is fully supported and given a platform to ask questions and provide feedback. Get in touch with us – and take your internal communication to the next level!
