2022: The Year Of The Raise

Uncategorized Feb 18, 2022

Due to decreased operational costs and an economy that has been better shielded than projected, most companies have been able to provide bigger compensation increases in 2021 than expected. Many firms surprised their staff with a raise in pay to recognize and reward their tenacity during the pandemic.


Employers in the United States are expected to raise their employees' salaries by 3.4 percent, according to a survey. In the face of competition for workers and high inflation, this anticipated salary rise is quicker than the raises paid in the previous two years.


The number of workers in the labor force has decreased as a result of Covid-19, and other factors such as child care responsibilities, burnout, and higher relative amounts of savings were amassed during the pandemic.


Then there's the puzzle component of worker sentiment. Even in the height of the Great Resignation last October, nearly half of all American workers polled by Robert Half between March and April 2021 believed they were underpaid. Even though younger workers and women were the groups most likely to feel underpaid, Robert Half found that 31% of all respondents stated they would consider abandoning their jobs by the end of 2021 if they did not receive a raise.


Employers were forced to raise wages to attract and retain workers as the labor market tightened. According to the Willis Towers Watson poll, 74 percent of firms cited the tight labor market as a reason to boost their planning for raises. Employers continue to put salary increases into their compensation budgets in 2022, despite continuous instability in the US job market.


In addition, corporate profits increased dramatically in 2021, allowing corporations to increase employee pay. Stronger expected financial outcomes were highlighted by little over a third of employers as a basis to raise compensation. A substantial income increase in 2022 is due to the buyout economy, long-term savings from hybrid work styles, and a flourishing employment market.


Despite rising pay and budgetary expectations for salary increases, nominal wage increases may not be enough to keep up with inflation. The epidemic of COVID-19 and the resulting economic instability paved the door for unprecedented wage increases and labor market churn.


The tight labor market is projected to play a crucial role in industries driving prices higher, but other developing trends, including hybrid work settings, the 'homebody' economy, and vaccine deployment, are already impacting pay decisions in 2022.


The path to post-pandemic compensation rises and salary budgets is not the same as it has been in previous economies. Managing the changing nature of today's talent pool, as well as the demands of doing business in a new world of work, necessitates a rethinking of compensation and rewards programs. It also necessitates the most up-to-date data and insights to support sound, defensible, and cost-effective decision-making.


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