The phenomenon of the Great Renunciation is currently pushing many workers to resign. In United States keep scoring record numbers (4.5 million voluntary job losses per month) and in Spain it is growing more and more, as we already explained in Xataka. This phenomenon, which has fueled the optimism of many professionals tired of their working conditions, is, however, having an unflattering reverse: many of those who have already left are regretting having left their jobs.
Best Known Bad… According to a poll Conducted by the market research firm Harris Poll for USA Today, one in five Americans who have quit their job since the Great Renunciation began now regret it, and only 25% of them say they are happy enough to quit. stay in the new job if another job opportunity arises.
For an important part of those regrets, the reason for the discontent is very simple: the new job turned out to be very different from what they were led to believe or thought it would be. Something that, according to the human resources company The Muse, is leading almost half of the professionals who regret it to consider returning to their old company. A situation that the recruitment company has dubbed “change shock”.
Why? Therefore, the main cause of “change shock” would be too high expectations regarding the new job, either because the recruiters sold the position and the company better than it really is, or because the professional had illusions that they did not they corresponded to reality.
To this should be added all the difficulties that starting a new job always entails: meeting new people, learning to work with them, acquiring the dynamics of the company or using tools with which you were not fully familiar before, among others.
How to avoid it? In order to prevent professionals from getting the wrong idea about the job they have been offered, leading to “change shock”, the Harvard Business Review explains in an article that it is necessary for people to try to evaluate their own ideas as objectively as possible and try not to have illusions that, thought coldly and from a distance, do not correspond to reality.
For example, the university publication explains the case of a professional who left his job for an important position in a startup that he considered interesting. This person thought that the company he was leaving had a lot of potential and he would be able to grow professionally and make a lot of money, but the reality is that the organization did not grow as much as he expected, and six months later he left the position disappointed.
On the other hand, in order not to set your expectations too high because recruiters sell the position and the company better than they are, the Harvard Business Magazine recommends researching the company and trying to get in touch with a professional from it, or a recent ex-employee, to give a more realistic view of the day-to-day in the organization. Or check if your workers have shared information about their conditions in professional forums and platforms such as Glassdoor.
To find out the truth behind the image that human resources technicians can gild, professionals should also ask them questions about work dynamics, colleagues, schedules, work modalities and how bosses and managers usually relate to employees. employees, as well as any other specific matter related to the position.
Image | Michael Burrows
