A large portion of Russians express a preference for higher pay for the same role, a finding that emerges from a joint study conducted by Raboty.ru and SberPodbor, with Gazeta.ru serving as the commissioned observer. The results suggest that salary growth stands as a primary driver for employees contemplating their current positions, signaling a strong demand for compensation increases that reflect market standards and personal performance. This trend underscores how workers evaluate value, not just tenure, and highlights the importance of transparent compensation policies in attracting and retaining talent across diverse sectors.
Beyond just pay, the survey reveals that promotions hold notable appeal, with about 30% of respondents viewing a promotion as a key milestone in their career journey. While a minority of 5% would welcome a promotion even in the absence of an immediate salary increase, the broader sentiment points to promotions being tied to demonstrated value and evolving responsibilities. A striking 73% of participants insist that advancement opportunities should be based on measurable performance rather than rigid time-based criteria, signaling a shift toward merit-based progression and accountability within organizations.
Responsibility and skill development emerge as pivotal pathways toward advancement. Approximately 46% of respondents indicate they are taking on greater duties to position themselves for a promotion, while 44% are actively improving capabilities through additional training and coursework. Another 40% emphasize cultivating strong professional relationships with colleagues and management, recognizing social capital and collaborative alignment as catalysts for career growth in contemporary workplaces.
The drivers behind a salary raise extend beyond the pure numerical boost. An overwhelming 78% point to pay increases as the main motivator, yet personal agency to implement ideas and influence outcomes remains significant, with 42% citing the opportunity to contribute their own initiatives and 29% aiming for leadership roles. These factors reflect a desire for meaningful impact within organizations and a preference for roles that empower individuals to shape outcomes and steer teams toward shared goals.
Career planning appears to be a common thread among respondents, with 25% indicating that a promotion is part of their formal long-term plan, and 21% seeking to strengthen their leadership capabilities as a stepping stone to broader responsibilities. A smaller yet meaningful segment, 13%, views promotion as a launchpad for transitioning into a new job in a different capacity, signaling a pragmatic approach to career mobility and professional resilience in a dynamic labor market.
Historically, Russian entrepreneurs have acknowledged the drawbacks of solopreneurship and self-directed work arrangements, noting limitations in scalability, stability, and access to resources. This context helps explain why a sizable portion of the workforce prioritizes not only compensation and promotions but also structured career ladders, supportive management, and opportunities for skill development within established organizations. The survey results collectively illuminate a workforce that seeks fair compensation, transparent promotion criteria, and pathways that align salary growth with personal initiative and demonstrated value, a combination that can enhance retention and productivity in today’s competitive economy.