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UK workers shy to asky for raise but feel slighted

Journalist: Dominic Bernard

ended 10. March 2023

I need a quick reaction quote (3+ sentences) on the following for HR magazine, which is distributed to senior HR professionals:

  • 1st Formations commissioned the YouGov research in February 2023, polling Britons’ attitudes towards their current employment, as well as entrepreneurial ambitions
  • Just 39% of Britons feel they are fairly financially compensated at work
  • Only 24% of workers will be asking for a salary increase in 2023
  • 35% of worker have ‘little’ or ‘no confidence’ in their company’s leadership

The angle of the piece focuses on the fact that  despite so many brits feeling hard done by, few will ask for a raise. I'd love to explore that contradiction quickly.

7 responses from the Newspage community

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Editor
Scott Gallacher
Director at Rowley Turton
It's concerning to see that so few Britons feel fairly compensated at work, yet few are willing to ask for a salary increase. Employees need to advocate for themselves and communicate their value to their employers. However, employers are also responsible for ensuring their employees are fairly compensated and supported in their roles. This is particularly important for employers given the current Labour shortages. At Rowley Turton, we understand the importance of valuing and looking after our staff, and we recently gave a 10% pay rise to help them during these challenging times.
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Cheney Hamilton
CEO at The Find Your Flex Group
Our jobs aren't designed to display an ROI, so finding a reason to ask for a pay raise can be tricky, unless you regularly work outside of your job description. Encouraging employers to design jobs that are outcome-focused means that not only do both parties see the 'value add' of the employee to the business, but you also get a much more engaged employee whom you are happy to pay more.
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Azar Hussain
Managing Director at Rebel Recruiters
The survey results aren't a surprise. The recent cost of living increases has led to many workers prioritising salary over other considerations. For some, it may be the first time that they have felt financial pressure in years.

We often find that these disillusioned employees find it easier to apply for a new job and then use an offer as a bargaining chip to get a pay rise rather than addressing their dissatisfaction regarding salary directly. A larger number of employers are engaging in this salary brinksmanship due to the current tight labour market.
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Alex Richards
Director at Liberate IT
We're seeing very low movement of staff at the moment, perhaps due to employees concerns over the economy. The rising cost of living may be convincing employees to settle for the stability of their current income, rather than risk that looking for the higher salary they want. As IT support we see the movement of labour directly, and it's very quiet at the moment.
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Sarah Loates
Director at Loates HR Consultancy
SME employers should get on the front foot regarding pay. If an employee asks, they are generally already considering leaving. If a rise isn't feasible, then it's important to speak to your team and explain the situation. If you offer a raise but it's likely not to meet expectations given the headline rate of inflation, employers need to communicate to manage expectations. Employers should also be mindful of 'jam tomorrow' practices; with the uncertainty of growth predictions, it's steady as she goes until we have more explicit information on which to base pay decisions. In the meantime, employers could consider ad hoc one-off payments as an interim measure.
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Steve McSherry
Head of Sales at Daktela UK
One of the best ways of showing leadership, whilst at the same time motivating and engaging with staff is to be proactive regarding salary packages.

Don't wait for your staff stress over asking for a pay rise when you know there are pressures out there in the real world. Review their salary, review competitor rates and proactively offer a pay increase if appropriate.

We do this at Daktela UK and it saves money in replacing staff who would otherwise leave, saves associated management administration time and powerfully demonstrates the value you place on them.
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Carla Hoppe
Founder and CEO at Wealthbrite
When Brits are more likely to talk about their sex lives than their finances I'm not surprised more people don't ask for pay rises.

Speaking up requires confidence, an element of planning (what are you asking for and why) and to some extent, vulnerability - an admission to your boss that you aren't happy or want more.

We should be teaching people financial skills and confidence to ask for more, but we also need workplaces to encourage these conversations as part of their culture of pay, reward and recognition.