The "New Year, New Job" mentality is a powerful driver in the recruitment world. For many professionals, January represents a fresh slate, a time to leave behind the frustrations of the previous year and leap into a role that promises better progression, culture, or compensation. You likely spent December interviewing and anticipating this change, fuelled by the optimism that accompanies the start of a new calendar year.
However, reality often looks different from what you sign up for. Now that the initial excitement has faded and the daily routine has set in, you might find yourself feeling unsettled. If you are second-guessing a new job, you are not alone. It is a phenomenon often referred to as "shift shock," and it can be particularly felt when the move was tied to high New Year expectations.
Distinguishing between the natural discomfort of a learning curve and a genuine career misstep is difficult. Panic often sets in, leading to fears about CV gaps and professional reputation. Before you make any impulsive decisions, it is crucial to step back and analyse your situation objectively. Here, we explore the five critical questions you must ask yourself to determine whether to stick it out or seek recruitment support for a new path.
Is it normal to regret a new job after starting in January?
The short answer is yes. Feeling unhappy in a new job shortly after joining is surprisingly common, particularly during the first quarter of the year. January and February are distinct months in the corporate calendar; budgets are being finalised, teams are often returning from breaks, and the weather (especially in the UK) can dampen general morale.
When you start a new role, you are stripping away your established support networks and familiar routines. You move from a position where you were likely a trusted expert to one where you are navigating new systems, names, and politics. This transition creates a cognitive load that can feel like regret, but is often just mental exhaustion.
Furthermore, the "January job move" carries a specific weight. We tend to place immense pressure on this specific career change to fix everything that was wrong with the previous year. When the new role turns out to be just a job, with its own mundane tasks and minor irritations, the disappointment can be amplified. It is vital to separate the anti-climax of the "New Year" from the actual quality of the role.
How long should you give a new job before deciding it’s not right?
In the recruitment industry, we generally advise a three-month horizon. This aligns with standard probation periods for a reason. The first month is often spent just gaining access to systems and understanding the basic rhythm of the company. The second month involves taking on actual responsibility, which is where the friction often occurs. By the third month, you should have found a degree of equilibrium.
If you are regretting a job change in week two, you are likely reacting to the discomfort of the unknown. However, if that feeling persists or intensifies by week eight or ten, it requires serious attention.
There are exceptions to this timeline. If the role was mis-sold entirely - for example, you were hired for strategy but are doing data entry - or if there are immediate, egregious cultural issues like harassment or safety breaches, the three-month rule does not apply. In those cases, waiting rarely improves the situation.
What are the signs you’ve made the wrong job move?
To determine if this is a wrong job decision or just "new job jitters," look for concrete evidence rather than relying solely on feelings of unease.
The Role is Fundamentally Different
Recruitment processes aren't perfect. Sometimes, a job description diverges wildly from the daily reality. If you find yourself performing tasks that do not align with your skillset or the expectations set during the interview, this is a significant red flag. It suggests a structural issue within the organisation rather than a personal failure to adapt.
The Culture is Toxic, Not Just "Different"
Every company has a unique culture. Adjusting to a quieter office or a more boisterous sales floor takes time. However, toxicity is distinct. If you witness high turnover, open conflict, a lack of leadership support, or a blame culture, these are unlikely to change. If your values fundamentally clash with the company's operational style, no amount of time will resolve the friction.
The "Sunday Scaries" are Immediate
It is normal to be nervous before a Monday morning meeting. It is not normal to feel dread every single day. If your physical or mental health is deteriorating within the first few weeks - disrupted sleep, high anxiety, or dreading the commute - listen to those signals. No probationary period is worth sacrificing your wellbeing.
Will leaving a job early damage your CV or long-term career?
This is the most common fear that keeps professionals trapped in unsuitable roles. The concern is that leaving a job early will label you as a "job hopper" or someone who lacks resilience.
In the current market, this stigma has significantly diminished. Recruiters and hiring managers are increasingly pragmatic. They understand that sometimes, a move simply doesn't work out. One short stint on a CV is rarely a career-killer, provided it is bookended by periods of stability.
The key lies in the narrative. If you leave, you must be able to articulate why professionally and succinctly. "It wasn't the right cultural fit" or "The role responsibilities diverged significantly from the interview description" are perfectly valid explanations. It shows you are decisive and self-aware.
However, a pattern of short tenures is different. If this is the third time you have left a role under six months, the scrutiny will be higher. But for a one-off January misstep? The long-term damage of staying in a role where you are unhappy and underperforming is far greater than the temporary blip of a quick exit.
What should you do if you’re already considering another move?
If you have reviewed these questions and concluded that you are indeed in the wrong place, the next step is strategic action. Do not resign in a moment of frustration without a plan.
Attempt to Resolve It Internally
If the issue is the workload or the specific tasks, speak to your line manager. Frame it constructively: "I’m really keen to succeed here, but I feel the role is currently focused on X, whereas my strengths and our interview discussions were focused on Y. Can we look at realigning this?" You may be surprised at how flexible a company can be to retain a good hire.
Engage with Career Advice UK Experts
If the internal route isn't viable, start looking externally, but do so with discretion. Re-engage with recruiters you trust. Explain the situation honestly. Good recruitment support involves finding the right long-term match, not just placing a candidate. A recruiter can help you frame your current situation to potential employers so it doesn't look like a flight risk.
Reflect on the "Why"
Before accepting the next offer, conduct a review on this move. Why did you take it? Did you ignore red flags in the interview because of the salary? Did you rush because you were desperate to leave your last place? Ensure your next move is a run towards something right, not just a run away from something wrong.
Navigating Your Next Steps with Confidence
Realising you may have made a mistake is uncomfortable, but it is also an opportunity to clarify exactly what you want from your career. A wrong turn in January does not dictate the outcome of your entire year. You have the agency to correct the course.
Whether you decide to stay and adapt, or move on to a role that better suits your talents, the decision should be made with a clear head and strategic intent.
If you are currently questioning your recent move and need confidential, expert guidance on the market, we are here to help. Contact ACR today for a discreet conversation about your career options and let us help you find a role where you can truly thrive.