The Hiring Mirage

When employees join a new organization, they are greeted warmly and presented with many promises. They hear about the company's dedication to innovation, teamwork, and personal growth. They are shown glossy brochures and professional videos that illustrate an ideal workplace where everyone is valued and respected. However, this often marks the beginning of an elaborate facade.

At one of the companies I worked for, we held monthly group inductions for new hires. Executives were invited individually to meet and greet the newcomers and present an idealized vision of the company and its promising future. I was one of those executives, and I found it challenging to reconcile the rosy picture I was painting for the new employees with the reality I faced in the background.

Behind the scenes, I was tasked with projecting the financial outcomes of triggering the sixth' wave of mass layoffs or, even more troubling, being aware how executives were actively exploring ways to terminate employees to avoid incurring associated separation costs to the business.

Exercise pragmatism and conduct thorough research when the interviewer promises you the following tangible and intangible perks:

1. Innovation [Stifled by Bureaucracy]

Initial Promise: The company claims it values innovation and encourages creative thinking.

Reality: New ideas are often bogged down in layers of approval processes, making it difficult for innovative concepts to see the light of day. Employees quickly realize that the company’s risk-averse culture stifles their creativity. One significant factor might be that your manager's aspirations do not align with yours or those of the organization. You both may be coming to work for very different reasons. You are full of energy, aspirations, hopes, dreams, and professional ambition. He is a realist, desensitized by repeated organizational setbacks, and has long since given up trying. I have been to plenty of places where my first challenge was my manager. And of course, have been to plenty of places where my manager was my number one sponsor.

2. Collaboration [Undermined by Siloed Departments]

Initial Promise: Prospective employees are told that the company thrives on collaboration and teamwork.

Reality: In practice, departments often operate in silos, with limited communication and cooperation between teams. Internal politics and competition for resources hinder collaboration, resulting in frustration and inefficiency. In fact, the larger the organization, the greater the likelihood of entrenched sub-groups and inter-departmental polarization. Promoting an idea can resemble a civil war between divisions, each intent on claiming a larger share of the spotlight.

3. [Limited] Personal Development Opportunities

Initial Promise: The organization emphasizes abundant opportunities for personal and professional growth.

Reality: Once on board, employees find that training programs, mentorship, and career advancement opportunities are either insufficient or non-existent. Promotions and raises are rare, leading to stagnation. This situation has always intrigued me. At my previous company, I conducted Performance Reviews and met with a junior team member. Naturally, I asked the common question, "Where do you see yourself in five years?" I found myself struggling to frame an answer that conveyed the harsh reality: neither our business nor the industry, given the current economic climate, could support such ambitious growth. Seeking advice, I approached my manager on how to offer realistic guidance to this team member. His response was telling: "I know, last year she mentioned she sees herself in my position next year."

The biggest mistake one can make is failing to acknowledge the incremental nature of potential and career progression. Undoubtedly, pursuing unattainable ambitions can lead to disillusionment and demotivation.

4. Work-Life Balance [Is a Myth]

Initial Promise: During the recruitment process, the company highlights its commitment to work-life balance.

Reality: Employees soon discover that long hours and high-pressure demands are the norm. Work-life balance initiatives, such as flexible working hours or remote work options, are more theoretical than practical. In one of my interviews, the HR manager repeatedly emphasized their employee-friendly culture. From the beginning, it was all about the employees. He even convinced himself that the staff chose to come to the office five days a week, foregoing the work-from-home option, because they loved their jobs! I sensed fear. Instinctively, I felt that if this were true, it was only because employees feared the unspoken repercussions of working from home. There is simply mounting research, continually accumulating, that supports work-from-home arrangements and emphasizes the importance of providing flexibility for employees.

5. Inclusive Culture [Falls Short]

Initial Promise: The company markets itself as having a diverse and inclusive culture where every voice is heard.

Reality: The inclusivity often remains superficial. Employees from diverse backgrounds may encounter unconscious bias, lack of representation in leadership roles, and inadequate support systems. I believe the term "inclusion" is often used by HR as a comforting buzzword to reassure themselves about their efforts. While it is meant to signify the creation of a diverse and welcoming environment, in practice, it sometimes becomes a token gesture rather than a genuine commitment to fostering true diversity and acceptance within the organization.

6. Employee Recognition [Is Lacking]

Initial Promise: New hires are informed that the company has robust employee recognition programs.

Reality: Though occasional awards and acknowledgments exist, consistent and meaningful recognition for hard work and achievements is rare. This scarcity leads to disengagement and feelings of being undervalued. Recognition often depends on who catches the attention of influential individuals within the organization, leaving others waiting on the sidelines for their chance to be noticed

7. Transparency [Is Superficial]

Initial Promise: The organization promises a culture of transparency and open communication.

Reality: Key decisions are often made behind closed doors, with minimal input from employees. This lack of transparency can lead to feelings of exclusion and frustration among the workforce. Important information is frequently disseminated through rumor rather than official channels, breeding mistrust and skepticism. As a result, employees may feel undervalued and disconnected from the organization's goals, ultimately impacting morale and productivity. Clear and open communication is crucial for fostering a positive work environment and ensuring everyone is aligned.

The Reality Check

The truth is, corporations are driven by their bottom lines. When the going gets tough, the people who were once touted as the company's greatest asset are often the first to be sacrificed. Layoffs and downsizing are justified under the guise of "streamlining operations" or "seeking better bottom lines," a euphemism for prioritizing profits over people. The very values that employees were promised are conveniently forgotten.

Profit Over People

At its core, the issue boils down to a fundamental conflict between corporate rhetoric and reality. While companies claim to prioritize their employees, their actions often tell a different story. The focus remains on maximizing shareholder value, often at the expense of the very individuals who contribute to the company's success.

A Call for Authenticity

It is high time for corporations to align their actions with their words. If companies truly value their employees, they must demonstrate this through consistent, people-first policies, even during challenging times. This means making difficult choices that may not always favor the bottom line but uphold the values they claim to cherish.

The illusion of corporate values and associated hiring mirage is a pervasive issue that undermines employee trust and engagement. For organizations to genuinely thrive, they must rise above lip service and embody the principles they profess. Only then can they foster a truly inclusive and supportive work environment that brings out the best in their people.

Your thoughts on the matter?

Truly Yours,

Narghiza Ergashova

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Narghiza Ergashova is a highly skilled finance executive based in Australia with extensive experience across industries like property, mining, chemicals, and infrastructure. She is recognized for her expertise in managing complex portfolios, building strong stakeholder relationships, and driving exceptional business performance.

As a thought leader, Narghiza regularly shares valuable insights on leadership, innovation, and personal growth. Through her Medium articles, she covers key topics such as employee engagement, effective leadership strategies, and overcoming business challenges. Her work resonates with professionals looking for actionable advice and inspiration to succeed in both their careers and personal lives.

To learn more about Narghiza Ergashova, you can explore her work on the Blogger, STCK.com or visit her Medium.com profile. Discover her expert insights and strategies for leadership, business growth, and navigating challenges in today’s fast-paced industries.

In May 2025 Narghiza Ergashova released her debut autobiography called Curly Clix Convictions . The book delves into Narghiza's journey as a professional, entrepreneur, and wife and a mother. You can visit her biography by clicking the link below.