And while wage increases may go up, they still trail the inflation rate. “A significant portion of companies are taking a wait-and-see approach," says Alasdair Walls, Head of the UK & Ireland Rewards & Benefits advisory practice. “They don’t want to lock in costs now only to have layoffs if a recession hits.” Still, the survey found that 27% of organizations do plan to offer supplemental compensation or benefits to offset inflation. The most common forms of supplemental compensation include a onetime cost-of-living payment, subsidies for food and commuting, and a monthly cash allowance.
For his part, Lowman points out that the survey was conducted during a time of unprecedented uncertainty, as organizations in all industries confronted the dueling realities of the “Great Resignation”; historically high inflation, labor supply and demand imbalances coupled with low unemployment, and a looming recession. “Taking that into account,” he says. “It’s not surprising that firms cautiously increased their salary budgets for 2023 but with increases that trail inflation levels.”
Where companies intend to take action against economic headwinds is in hiring. Half of all organizations surveyed are altering their hiring plans for 2023, with freezes or critical-role-only hiring the most common adjustments. The important thing to note, however, is that these actions are being planned in lieu of layoffs, not in addition to them. In other words, the layoffs in tech, media, and other sectors are not indicative of a larger trend across industries. Fully 82% of companies polled—in consumer goods, retail, financial services, healthcare, manufacturing, and other industries— say they have no plans for workforce reductions.
For his part, Lowman says that focus on retention reflects ongoing high turnover and competition for talent. In fact, turnover in critical roles such as data and analytics, engineering, and sales is so widespread that more than half of companies surveyed are offering bonuses, training and development, and other rewards to workers who stay. “Companies are customizing and focusing rewards to retain top performers or skill sets in short supply,” says Lowman.
In addition to salary budgets and hiring plans, the survey also took the pulse of firms’ return-to-office policies. Among the major findings:
- 27% of companies now require employees back in the office full-time
- The majority of hybrid policies—59%—require employees to be in the office two to three days per week
- One-quarter of employees have had a positive reaction to returning to the office, while 3% have had a negative reaction - the rest have had a mixed experience
Read our report in order to gain access to information on the above findings and much more upcoming in 2023.