What will your raise look like in 2022? There's good news and bad news
You would think the combination of high inflation, a worker shortage and a talent war would be a winning trifecta for any employee who would like to take home a bigger paycheck next year.
And many companies are also reporting strong earnings, if not record ones. "Employees are saying, 'I've been working record hard.' There's an expectation that more of that needs to go to [them]," said Brian Kropp, chief of research at consulting firm Gartner's HR practice.
Generally speaking, HR consulting firms are seeing employers offer compensation increases of 5% to 10% in a wide swath of jobs, but especially in areas where workers are needed most, in which case those increases can stretch up to 20%.
But it hasn't been an across-the-board phenomena, nor is it likely to be next year.
Increases for inflation alone will disappoint
Inflation may be at a 30-year high, but that doesn't mean employers feel obligated to cover your rising costs.
To the extent you've been getting cost-of-living adjustments in the past, that annual 1% to 2% increase isn't likely to budge for next year.
That's because raising your base pay is a permanent increase in employers' fixed costs, and they're not going to hike salaries in lockstep with historically high inflation, especially since they may think it could cool down next year, Kropp said.
So who will be in line for more real money?
For many workers, though, their pay increases -- including salary bumps and bonuses -- will be higher than inflation. And for some, considerably so.
Employers' most immediate concern is attracting and retaining talent for critical roles. The most critical ones include supply chain leadership and technical jobs related to the supply chain, as well as roles in digital marketing, data analysis, artificial intelligence, engineering and cybersecurity, said Catherine Hartmann, the North American work and reward practice leader at HR consulting firm Willis Towers Watson.
It also includes hourly workers at distribution warehouses and in restaurants or other industries that have gone begging for help and can't afford to lose the staff they already have.
What employers have been finding, though, is that more pay isn't always enough to cure the problem, Kropp said, noting that one restaurant chain promised to hire anyone at $3 more per hour than they are currently earning but the chain still had to close some locations. Another company, he said, gave all its IT workers a 10% raise but found that didn't stem turnover in the department.
"There's a massive amount of wage inflation because there aren't enough people in the labor market to hire," Kropp said.
And that's especially true when it comes to those with technology skills, because all companies, not just those in technology fields, are competing to hire them.
If you are in a critical role you are best positioned to ask for what you want, either at your current employer or the competitor across the street, which may offer you 20% to 25% more than you've been making, Kropp said.
If your current employer wants to retain you, they may increase your base salary somewhat but they also may offer a retention bonus to incentivize you to stay. It could be all cash or some combination of cash plus stock. But it likely would pay out in tranches over a couple of years so you'll have to stay at the company to get the full amount, said Dave Hilborn, a managing partner in the human capital management practice of consulting firm West Monroe.
Hilborn's firm found in a recent survey of 150 C-suite executives that 68% plan to offer wage and salary increases to attract and retain talent, and 46% expect to offer retention awards.
Other ways you may see more money in 2022
Typically your "total" salary increase at your current job may encompass several components rolled into one: cost of living, individual and company performance and market-related adjustments to update pay for a given role.
Regardless of your job function, if you're a solid performer your best shot at getting a substantial raise from your current employer right now is to get a competing offer and see if your company will match it, Hartmann said. "Employers are having to address individuals who say 'What can you do for me? I can get more money across the street.'"
Hartmann is also seeing companies accelerate promotions as a way to retain people at various levels of the organization.
And while once reserved for senior leadership, both Hilborn and Hartmann are seeing companies now offering one-time retention pay incentives to those further down the chain and even to some individual contributors.
Said Hartmann, "They're taking their equity and pushing it lower in the organization as special one-time retention grants below the executive level, saying 'Here's $25,000 to $50,000' [that will get] paid out in tranches."
你在 2022 年的加薪会是什么样的？有好消息和坏消息
你会认为高通胀、工人短缺和人才战争的结合对于任何想在明年获得更高薪水的员工来说将是一个胜利的三重奏。
许多公司也报告了强劲的收益，如果不是创纪录的。 “员工们说，'我一直在努力工作。'人们期望 [他们] 需要更多的投入，”咨询公司 Gartner 人力资源实践的研究主管布赖恩·克罗普 (Brian Kropp) 说。
一般来说，人力资源咨询公司看到雇主在广泛的工作岗位上提供 5% 到 10% 的薪酬增长，但尤其是在最需要工人的领域，在这种情况下，这些增长可能高达 20%。
但这并不是一个全面的现象，也不太可能在明年出现。
仅因通货膨胀而增加就会令人失望
通货膨胀可能处于 30 年来的高位，但这并不意味着雇主觉得有义务支付您不断上涨的成本。
就您过去一直在进行的生活成本调整而言，每年 1% 到 2% 的增长不太可能在明年让步。
克罗普说，这是因为提高基本工资是雇主固定成本的永久性增加，而且他们不会随着历史高通胀同步提高工资，尤其是因为他们可能认为明年可能会降温。
那么谁将排队获得更多的真钱呢？
然而，对于许多工人来说，他们的加薪——包括加薪和奖金——将高于通货膨胀。对于某些人来说，相当如此。
雇主最关心的是吸引和留住关键职位的人才。人力资源咨询公司北美工作和奖励实践负责人凯瑟琳哈特曼说，最关键的包括供应链领导和与供应链相关的技术工作，以及数字营销、数据分析、人工智能、工程和网络安全方面的角色。 Willis Towers Watson 公司。
它还包括配送仓库和餐馆或其他行业的小时工，他们已经开始寻求帮助并且无法承受失去现有员工的代价。
然而，雇主们发现，更多的工资并不总是足以解决这个问题，克罗普说，并指出一家连锁餐厅承诺以比目前收入高出 3 美元的时薪雇佣任何人，但该连锁店仍然必须关闭一些地点。他说，另一家公司给所有 IT 员工加薪 10%，但发现这并没有阻止该部门的人员流动。
克罗普说：“由于劳动力市场上没有足够的人来雇用，工资上涨幅度很大。”
对于具有技术技能的人来说尤其如此，因为所有公司，而不仅仅是技术领域的公司，都在竞相聘用他们。
克罗普说，如果你处于关键角色，你最有可能向你当前的雇主或街对面的竞争对手提出你想要的要求，这可能比你过去所做的多 20% 到 25%。
如果你现在的雇主想留住你，他们可能会稍微提高你的基本工资，但他们也可能会提供留用奖金来激励你留下来。它可以是全部现金，也可以是现金加股票的某种组合。但咨询公司西梦露人力资本管理实践的管理合伙人戴夫希尔伯恩说，它可能会在几年内分批支付，因此你必须留在公司才能获得全额款项。
Hilborn 的公司在最近对 150 名 C 级高管的调查中发现，68% 的高管计划提供加薪和加薪以吸引和留住人才，46% 的人希望提供留用奖励。
您可能会在 2022 年看到更多钱的其他方式
通常，您当前工作的“总”加薪可能包含几个部分合二为一：生活成本、个人和公司绩效以及与市场相关的调整，以更新给定职位的薪酬。
哈特曼说，不管你的工作职能是什么，如果你表现出色，从你现在的雇主那里获得大幅加薪的最好办法就是获得一份有竞争力的报价，看看你的公司是否能与之匹敌。 “雇主不得不向那些说‘你能为我做些什么？我可以在街对面赚更多钱的人。'”
Hartmann 还看到公司加速晋升，以此作为留住组织各个级别人员的一种方式。
虽然 Hilborn 和 Hartmann 曾经为高层领导保留，但现在公司正在向更下游的人甚至一些个人贡献者提供一次性保留薪酬激励措施。
哈特曼说：“他们正在将自己的股权作为低于执行级别的一次性特别留任补助金，并将其在组织中推低，并说‘这是 25,000 美元至 50,000 美元'[将]分批支付。”
