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An exceptional context that has led companies to review their compensation policies.<\/b><\/p>\n
As 2020 was a quiet period for many companies, mainly due to the lack of visibility linked to the health crisis, many of them had to revise their objectives for 2021. Indeed, the recovery that all sectors are experiencing is linked to catch-up on business and recruitment challenges, which should continue into 2022.<\/span><\/p>\n Compensation has already increased and will continue to increase over the coming year. But why anticipate 2022 wage increases?<\/span><\/p>\n We have observed a very tight labor market over the past few months. Companies are anticipating salary increases to ensure they retain their top talent. Candidates questioned themselves during the crisis, and the return to the office was a trigger for change for many. It so happens that these desires for change were often realized in a context of strong recovery.<\/span><\/p>\n This is a delicate time for employers who must redouble their creativity to retain their employees, even though the primary lever used (and certainly the easiest to implement) is compensation. Negotiations have already begun and, for now, salary increases are currently exceeding 10% (source: Les Echos Start) for talent staying with the same company. It should be noted that a candidate can expect an average increase of 15 to 20% when changing employers. The context is therefore very favorable for employees. This could counteract inflation that some economists fear.<\/span><\/p>\n We have seen many companies align with competing offers to try to retain their talent. Unfortunately, this attempt is very often too little, too late, and therefore ineffective. To avoid reaching this point, companies should take advantage of their good business performance to benefit their best employees.<\/span><\/p>\n However, important challenges remain for the months ahead.<\/b><\/p>\n