The cumulation of a growing skills gap and ongoing labor shortage has created a candidate-driven market. This shift, in turn, has significantly changed workers' salary expectations. For example, workers in many areas of the world are less likely to accept stagnant wages because they now have more options available.
When you combine these factors with the current inflation concerns, it's easy to see why salaries are on the rise. To prove this point, a recent study reveals that 100% of employers in the U.S; 87% in Western Europe and 78% in Asia Pacific expect to increase salaries in 2022. That's an incredibly large number of employers. Still, the unavoidable truth is that for companies to acquire and retain talent, they must offer competitive pay and benefits, also known as rewards.
global salary increases
While these increasing salaries seem to reach all corners of the world, there are some regions where growth is not as strong. For example, the World Economic Forum estimates that only 50% of employers in the Middle East and Africa will raise salaries in 2022.
The reasons for this slow growth in these areas are complex. For instance, Africa is home to dozens of developing countries hit hard by the pandemic. It will take time for these countries to recover before salary increases can occur. However, professionals working in developed areas of Africa are likely to see pay hikes in 2022. For example, the South African government announced that employers in the country are planning an average pay increase of 5.5%. This represents a higher anticipated pay increase than predictions for U.S. workers (3.4%) and workers in the U.K. (4%). Likely, pay raises will directly relate to the business' (or in some cases the country's) ability to recover from the pandemic.
Inflation is another driving force behind salary increases. For example, inflation is out of control in Venezuela. These increasing costs led to a 289% increase in minimum wage rates in 2021 and a similar pay hike is expected for 2022. Areas, where inflation is not as concerning, are not likely to see as high of a pay increase. For example, Japan currently has an inflation rate of 0.5% and it's only expected to see an average pay increase of 2.6% in 2022.
salaries affecting employee retention
While salaries have always been one of the biggest drivers for changing jobs, today's competitive job market gives workers the power to expect more. As you know, the 'Great Resignation' has bombarded headlines in 2021, but there's no denying workers are leaving their jobs in droves. In the United States alone, 4.5 million workers quit their jobs in November 2021. This phenomenon is not just happening in North America. Our latest Randstad Employer Brand Research report reveals that 12% of worldwide workers left their jobs in 2021 and another 20% are expecting to change jobs in 2022.
Sure, there are many reasons why workers are leaving their jobs; better work-life balance, remote work options and improved training opportunities. Some, in fact, are even leaving the job market altogether. Despite these factors, our research shows that salaries and benefits remain the number one motivator for workers changing jobs.
Like any other service on the market, salaries are based on supply and demand. With 54% of companies around the world citing a talent shortage, there is definitely a high demand for talent. This demand is even higher for skilled labor, since the worldwide skills gap affected employers' hiring abilities long before the pandemic hit.
With this increase in demand has come an increase in expected wage offerings. Workers' expectations are so strong that employees are willing to change jobs to obtain the pay and benefits they feel they deserve. In short, if your company doesn't invest in developing a competitive compensation package, it's likely going to lose some of its top talent.
what this means for you
Whether your company is currently facing employee retention challenges or not, now is the time to consider evaluating salaries and improving your benefits package. The good news is that there are a variety of advantages your company can realize by improving your compensation package, such as:
improved retention rates
Studies show a direct link between higher pay and higher employee retention rates. A recent study conducted by Harvard University shows that a $1 per hour pay increase among warehouse workers resulted in a 2.8% increase in retention. Even more alarming results show that every $1 per hour loss in pay resulted in a 28% increase in turnover rates. It's quite simple, if your company isn't offering competitive salaries, your current workers are more likely to leave.
long-term planning
Even if your company is not experiencing a significant labor shortage right now, it likely will in the future. The reality is that the talent shortage isn't expected to end any time soon. In fact, some experts predict that there could be a global talent shortage of over 85 million workers by 2030. Not taking steps to prepare your company today could make it nearly impossible to meet your staffing needs in the future.
cost-savings
A wage increase can actually pay for itself when done right, providing an excellent ROI. The trick is to identify the optimal salary package — one that is powerful enough to retain your current workers while staying in alignment with the company budget. When the optimal salary range is determined, your company can save through reduced overtime pay, lower absenteeism and decreased hiring costs.
better hiring outcomes
Let's face it. Despite all your efforts, 100% employee retention is not achievable. Employees will leave and these positions must be filled. With the labor shortage growing and the skills gap widening, attracting talent will become more and more difficult. Having a competitive compensation and benefits package in place can help your company attract qualified candidates and entice them to accept the job offer.
improving employee compensation and benefits
Developing a competitive employee compensation package cannot be an afterthought, nor should it be done in haste. Instead, you should create a well-thought-out compensation strategy that aligns with your company’s vision and business strategy. Having a strategy in place can help your company remain competitive today and for years to come.
Here's a look at some things to consider when establishing a workers' compensation and benefits strategy for your company.
market standards
As an employer, it's critical to stay up to date on average salary offerings for your respective industry. Using this information is a good starting point and can help you determine if your current salary range is above, on or below average for your market.
At Randstad, we conduct an annual salary survey in many markets and provide the results in a user-friendly report. Salaries in our report are broken down by job roles to make it easy for your company to compare its salary offerings with other employers. Keep in mind, of course, that job titles mean different things to different employers. So, you should consider the specific duties and qualifications for each specific role when making a comparison.
know the competition
Understanding salary trends in your respective industry is a great first step, but you must also know your direct competition. For example, it's essential for manufacturers to understand salary trends in the manufacturing industry. It's equally important, however, for these employers to know what types of compensation and benefits other manufacturers hiring right in their local area are offering their employees and new hires. Conducting a comprehensive competitor analysis can provide the insights you need.
salaries aren't everything
While it's true that salaries are, and probably always will be, a top motivator for employees changing jobs, today's workers want more. In fact, workers' expectations regarding benefits have changed significantly since the pandemic.
For example, our latest Randstad Employer Brand Research shows that a healthy work-life balance is the second leading motivator for changing jobs. To meet this need, employees are looking for meaningful benefits, such as hybrid work, flexible work schedules, more paid time off and family leave guarantees. Therefore, employers that want to prevent their workers from leaving must create a benefits package that gives employees the ability to maintain a healthy work-life balance.
Additionally, today's employees care about job security and career growth. They understand that the world is changing and that skills, especially digital skills, are in high demand. To ensure their employability in the years to come, these workers want more training, career development and advancement opportunities. Offering these types of benefits can build loyalty with your workers and make them less likely to change jobs.
employee benefits
To create a compensation package that drives higher employee retention rates, it’s important to include both competitive wages and meaningful employee benefits. Higher salaries without corresponding benefits that improve the life of your employees may not be enough to keep your workers from changing jobs. On the other hand, benefits without competitive salaries won't be enough either. It's only when competitive wages and meaningful benefits go hand-in-hand that your company can obtain the improved retention rate it desires.
Learn more about how to build an employee compensation package by downloading our list of the top 10 benefits employees want.
Philipp Vogel
district manager
Philipp Vogel started his career as a polymechanic EFZ. Various further training courses led him to strategic purchasing and most recently to Randstad. Philipp has been working at Randstad for 15 years and, as District Manager, leads the branches from Basel to St.Gallen so that they achieve their goals. In his role, Philipp appreciates the daily variety and the great responsibility. In his free time he does kickboxing and is an active Basel carnival participant.