Things You Over-Expect from Companies: A Company’s Perspective

In today’s competitive job market, many employees and job seekers hold expectations from companies that aren't always realistic. While it's natural to desire perks, flexibility, and support, it’s important to consider the company's perspective. After all, businesses exist to generate profit, not to meet every employee's or applicant's personal needs. This article explores some common over-expectations employees have and why these may not align with the practical realities companies face.

1. The "Give Me a Chance" Mentality

• It's common to see LinkedIn posts urging companies to give job seekers a "chance." But why should they? From the company's perspective, the goal of running a business is to generate profit, not to reduce unemployment.
• If a company doesn’t see you as a profitable candidate, why should they hire you when there are others who clearly align with their needs? Moreover, there’s no guarantee that you won’t leave the company once you’ve gained experience.On top of that, companies face limitations when it comes to vacancies.
• For instance, if 500 candidates are applying for just 5 positions, how can a company give 495 people a chance when they've already found 5 skilled and fitting candidates? Taking a risk on an unproven candidate often isn’t feasible for businesses.

2. Response to Job Applications

• Candidates often expect a quick response to their job applications, sometimes even asking for feedback to help improve for future opportunities. But why would a company offer this service? You didn’t pay them for resume advice or career consultation.
• Companies are not obligated to treat job applicants like clients and provide dedicated support for each application.
• While it’s understandable to hope for personal feedback, companies prioritize their broader business needs over individual applications. Their resources are better spent on operational success rather than offering personalized responses to every applicant.
• Read this: Why HR Never Responds and Why You Shouldn't Expect Them To

3. Flexibility

• Many employees expect flexible work hours or the option to work from home whenever they wish. While this might work for individuals, it's impractical in a team setting where coordination is key.
• Flexibility has its limits when everyone needs to collaborate to meet shared goals. In industries where teamwork and alignment are crucial, unrestricted flexibility can actually disrupt productivity.
• Read this: Why Work-From-Home Jobs Are Career-Killers

4. Indiscipline

• Some employees believe companies should tolerate tardiness or allow them to bend the rules. This is an unrealistic expectation. Discipline is the foundation of success, both for individuals and organizations. It drives quality and productivity.
• Imagine if an army operated without discipline—it would be chaotic. The same applies to companies. By following rules and maintaining discipline, both employees and employers create an environment conducive to long-term success.

5. Too Many Facilities

• Certain employees expect companies to provide perks like free transportation or lunch facilities. While some organizations do offer these, it's important to remember that these are privileges, not entitlements. The company pays you a salary for your work, and that's where the obligation ends—you can’t claim these perks as rights.
• I’ve even seen freshers applying from cities far away from the company’s location, demanding accommodations such as staff quarters or rooms, cab facilities for travel, and even asking the company to book tickets from their native place to the company’s city. They act as if they are so in demand that the company should bear these costs. However, such expectations are unrealistic, especially for someone with little to no experience.
• Employees should view such perks as added bonuses, not as rights. Instead of focusing on these facilities, consider negotiating better pay during the hiring process. For example, if a company offers you free cab rides or meals, you might negotiate for a higher salary instead. This way, you potentially increase your direct compensation, offering more flexibility over time.

6. The 4-Day Workweek

• A 4-day workweek might sound appealing, but it raises a critical question: if you can’t live by eating just four days a week, why expect to get paid for a full week when you work only four days?
• One day of rest in a week is fine, even the 5-day workweek is a privilege offered by most companies.

7. Ignoring Career Gaps

• Taking a break from your career, especially for an extended period, can affect your skillset. In fast-paced industries like IT, technology evolves rapidly. A long career gap can lead to a loss of proficiency in tools, methodologies, and industry best practices.
• Career gaps can also create the impression that you were unemployed due to a lack of necessary skills. Continuous learning and development are key in maintaining your relevance in the job market, and a gap can make it harder to stay competitive.
• A company may find it risky to hire someone who has fallen behind in an industry that values agility and current knowledge.

8. Expecting Too High a Salary Without Realizing Your Market Value

• Why would a company pay you more than your market value? If your salary is low, it’s likely because no one else is offering you more. This may reflect that your current skills aren’t in high demand.
• Employees with strong, in-demand skills naturally command higher salaries. Your salary is a reflection of your value in the market, so if your value is low, your compensation will be, too.
• It’s essential for employees to assess their skills objectively and continuously work on their growth to command higher salaries over time.

9. Guaranteed Job Security

• Job security isn’t guaranteed by tenure alone—it depends on an employee's ability to stay relevant. If your skills stagnate or you don’t adapt to new trends, you become more vulnerable to job loss.
• Employers value adaptability, continuous learning, and the capacity to grow with the company. Job security comes from being indispensable, not from relying on a company to offer lifetime employment.
• Staying competitive and continuously adding value to the organization is the key to long-term security.

Conclusion

While it’s natural to have expectations from employers, it’s essential to balance them with an understanding of business realities. Employees should recognize that companies are driven by their own goals, often based on profitability and operational efficiency. By managing these expectations and focusing on continuous self-improvement, employees can better position themselves for success in their careers.