Recent findings indicate that about 15% of Russians hesitate to discuss salary increases with their managers, often fearing aggression or job loss. This snapshot comes from the Zarplata.ru research center and is summarized by a DEA News report that cites its data. The results highlight a broad spectrum of attitudes toward pay raises across the workforce, reflecting a workplace culture where speaking up about compensation can feel risky for many employees.
Experts summarize several reasons behind the hesitation. Roughly 36% of workers believe a raise would not make a meaningful difference in their situation, suggesting that perceived value and visible career progression play a crucial role in compensation decisions. About 21% say they either do not know how to ask for a raise or feel embarrassed to initiate the conversation. A similar 15% express fear of management aggression or of being fired for requesting more money. Additional factors cited include 13% who see difficulties within the company and 15% who believe now is not the right time to pursue higher pay.
Despite these reservations, a portion of the workforce remains proactive about compensation. Around 21% of employees pursue a salary increase annually, while 7% initiate raises on a semi-annual basis. The remainder tends to request a pay adjustment when they demonstrate solid performance, achieve milestones, or contribute significantly to business outcomes. This pattern suggests that actual increases are often tied to measurable results and the broader financial health of the enterprise.
The study further reveals a strategic nuance in some organizations. A subset of employers indicated a willingness to keep pay promises even when an employee departs the company, using retention strategies to maintain overall compensation competitiveness. The research found that roughly 21% of workers could be retained through such approaches, with respondents spanning industries including finance, services, manufacturing, construction, law, sales, healthcare, and education. Conversely, more than half of the participants reported that their employers had not used retention offers as a tool to prevent turnover, underscoring variability in corporate practices across sectors.
The data collection occurred over a two-week window, from January 23 to February 6, and encompassed nearly 2,000 working Russians aged 25 to 55. This sizable sample provides a cross-section of midcareer professionals who are navigating the balance between compensation expectations and organizational constraints. It also reflects evolving attitudes toward wage growth amid macroeconomic shifts and industry-specific pressures that influence pay scales and negotiation norms.
Earlier in the year, Rostrud highlighted the state of paid positions in the Russian labor market for January, emphasizing the distribution of wages and the visibility of salary bands across different job categories. Taken together, these findings illuminate a complex landscape where employees weigh practical factors like career development and job security against the potential gains of asking for more, while employers confront the realities of budgeting, talent retention, and performance-based pay. The conversation about fair compensation remains a dynamic, ongoing negotiation within modern workplaces, shaped by both organizational strategy and individual agency. [Citation: Zarplata.ru Research Center]