Companies often believe that hiring means their are your last option.

From trying to fill up jobs to retaining people, organisations leave no stone unturned in the present competitive job market. And one of them is the belief that they are your last hope when they employ you. This actually radically affects the dynamics of employee-employer relationships in aspects pertaining to culture at the workplace, job satisfaction, and loyalty of employees.

The Illusion of Last Resort

When companies work on the basis that they are an employee’s last resort, they will assume that the employee has few alternatives and is therefore more likely to accept any proposal. This will build an imbalance of power, as the employer will be of the opinion that it holds all the cards. This mindset will manifest in several ways:

Reduced Pay: An organization may give reduced pay and hope that applicants will take it because it may be the best of no alternative. These may lead to dissatisfaction and turnover sentiments in employees as they are less valued.

Fewer Benefits: Benefit packages are less attractive because employees will take less since they have fewer alternatives.

High Expectations: employers may demand and expect more from workers because they assume that the latter have no other job opportunities and would yield to demands just to continue working.

Job Market Reality

Contrary to this belief, the labor market is more liquid than an employer may wish. Workers usually have an alternative and are more aware of their value. The options have risen with remote work, the gig economy, and job sites-to which workers can readily look for other jobs.

Increased Mobility: Workers today are more mobile and will change jobs if they feel they are not valued or paid enough. A job for life is a thing of the past, and most professionals will move jobs every few years to advance their careers to the next stage.

Access to Information: With more access to information about company reviews, salaries, and employee benefits through sites such as Glassdoor. Indeed and LinkedIn, they can negotiate better and make better-informed decisions.

Skill Development: The learning and skill development continue unabated, and employees keep upskilling, making them more desirable as well as less dependent on a particular employer.

Work Culture: The Impact

When businesses feel like they are the last option for their workers, it tends to be very harmful to the culture of the company. It may result in a lack of investment in worker growth and happiness, since employers might not feel the need to build a good atmosphere in the workplace.

Lower Morale: Workers who believe they are a last resort may exhibit lower morale. It is because they may feel less valued and less invested in the success of the company.

High Turnover: The organizational culture that puts no value on employees is also likely to experience high turnover of employees. Employees are more likely to leave if their impression is that they are not valued, much less well compensated.

Low Productivity: Low productivity is based on low morale and high turnover. Unhappy employees or those who feel undervalued are less likely to be as productive and contributive as the other employees. 
Valuing the Workforce.

Importance of Valuing Employees

It is required that an organization change its attitude towards and increase the value of its human resources to establish a non-destructive workplace that is health promoting. It’s more than offering competitive remuneration and benefits; it’s about creating a culture that makes the employees feel valued and motivated.

Recognition and Appreciation: Prompt recognition and appreciation of work done by employees may improve morale and a sense of belonging. It can be achieved through formal reward programs, informal recognition, and celebration of success.

Career Development: Investing in training, mentorship, and career development opportunities shows them that the company is concerned with their growth and success.

Work-Life Balance: Offering a good work-life balance evidences that the company cares about the life of their employees, and would make the staff happier and more loyal: flexible working hours, the possibility of working from home, and enough time off.

Cultural Inclusion: Creating an inclusive culture; embracing diversity; making every single employee feel part of it and valued will foster job satisfaction and increase retention.

Case Studies and Examples

Some companies have been able to transform the employee relations policy from the last resort to that of an accommodating and humane environment.

Conclusion

This assumption that workers must go to work immediately upon being hired might bring devastating consequences that may be observed by both the employees and employers alike. Only those companies that appreciate and respect the work of the workers, and invest in the working environment culture and training, will attract and retain star performers. This would make it possible to shift out of a “last resort” mentality into having a much more active, more productive, and fully engaged workforce, which shall ensure them long-term success and growth.