51% of Irish professionals say they are actively looking for a new role due to their current salary situation, with a further 30% staying open to new opportunities.
The findings – which come from global talent solutions partner Robert Walters – also reveal that just one quarter (25%) of professionals expect to have a salary review this year, while 58% say they are either unsure whether an increase will happen or do not expect one at all.
Andrew Powell, Chief Commercial Officer at Robert Walters, says “Most professionals understand the economic pressures businesses are operating under and recognise that significant salary increases may not always be realistic.
“But it can be challenging for organisations to keep employees motivated when they aren’t having regular open conversations around progression, future earning potential or how compensation decisions are made.”
Indeed, a third (33%) of Irish professionals say they feel less positive about their role following their last performance review.
“Performance reviews are becoming increasingly important management moments, particularly as organisations look to balance worker needs while continuing to manage budgets,” adds Andrew. “Employees want to know how their skills are valued, where they can progress and whether the business is investing in their long-term development.”
Worryingly, just 18% said the process left them feeling more positive about their future, reflecting a growing pressure on businesses to maintain workforce confidence and engagement heading into the second half of the year.
“At a time when workloads are under increasing strain, professionals need more clarity on how their skills and responsibilities are reflected in their pay,” adds Suzanne Feeney, Country Manager – Ireland at Robert Walters. “By offering workers this insight during performance reviews, managers are also given the opportunity to drive engagement and productivity within their teams.”
To help business leaders make more informed decisions, the Robert Walters Salary Survey provides up-to-date insights into pay levels and hiring trends. The guide is designed to help leaders have transparent, evidence-based conversations with their teams about compensation and expectations.
“Market data can play an important role in helping companies to understand where they are competitive, where progression gaps might exist and how salary expectations are changing.
“As the world of work continues to evolve, professionals are placing greater emphasis on long-term career value and future opportunities. Organisations that understand how workforce expectations are shifting will be better positioned to build engagement, develop critical skills, and remain competitive over the longer term,” concludes Andrew.