WHAT WILL EMPLOYEES ASK FOR DURING THEIR ANNUAL REVIEW?

ALL THE RESULTS OF THE NEW GRANT ALEXANDER / OPINIONWAY STUDY AMONG EMPLOYEES
Paris, June 23, 2022 – Partnering in organizational performance and supporting leaders, the French HR consulting and services group Grant Alexander shares the results of an exclusive study aimed at evaluating the attitude of French private-sector employees toward negotiation during their annual review.
This study was conducted by OpinionWay among a sample of 1,042 employees working in private companies with 50 or more employees.

Key Findings
The main negotiation topic for 56% of employees will be their compensation:
On average, they will request an 8.5% increase, hoping to obtain 3.9%.
35% will also discuss training opportunities they wish to pursue.
34% will request a change in job status.
Working conditions (19%) and the number of remote work days (15%) will also be discussed.
Employees are generally confident in their company; 76% believe they can openly express their wishes.
However, 48% still doubt that their requests will receive a favorable response.
52% might even leave their job if their requests are denied by their superiors.
Women are more cautious than men: only 41% believe their compensation aligns with the financial results of their company, compared to 51% of men. Women are also less confident that their requests will be met (44% vs. 52%) and are therefore less likely to ask for a raise during the review (50% vs. 61%).

COMPENSATION: THE MAIN POINT OF NEGOTIATION
In a context of declining purchasing power, fixed and variable compensation (annual bonus, 13th month, performance-based bonus, etc.) is the primary topic employees plan to negotiate during their next annual review: 56% intend to address it. More than half of respondents feel their compensation is not aligned with company performance (53%).
Among those planning to negotiate, the average requested increase is 8.5%. However, whether employees plan to negotiate or not, the expected raise this year is similar: 3.9% on average.
Men are more likely to request a salary increase: 61% of men vs. 50% of women. They also plan to ask for a higher rate (8.9% vs. 7.9%). While they may not receive exactly what they request, they expect a higher rate than women (4.5% vs. 2.9%).
Younger employees, who generally earn less, stand out: 68% of those under 35 (76% of young men) plan to negotiate compensation, compared to 48% of those aged 50 and above.
Employees who joined their company at the beginning of the health crisis (1–2 years of seniority) are more eager to negotiate: 63% will request a raise vs. 53% of those with more than 5 years of seniority. The requested increase is also higher: 12.6% vs. 7.7% for longer-tenured employees.

ANNUAL REVIEW: A DECISIVE MOMENT TO DISCUSS BOTH PRACTICAL AND ASPIRATIONAL POINTS
While salary tops the negotiation topics, it is far from the only aspect employees wish to discuss. More than eight out of ten employees plan to discuss crucial points for their career.
Half of employees also want to ask their managers for support in progressing (51%), whether by negotiating their tasks (26%), level of autonomy (14%), or training opportunities (35%). Younger employees are most vocal about aspirational topics: 58% of those under 35 plan to negotiate tasks, autonomy, or training, compared to 46% of employees aged 50+.

REMOTE WORK: A STRONGLY FAVORED WORKING MODE
The pandemic has transformed work habits, popularizing remote work and blurring the line between personal and professional life. Working conditions are now key negotiation points for annual reviews.
43% of employees plan to express expectations on these issues:
26% will discuss conditions and/or number of remote work days
19% will discuss working hours
13% will address Quality of Work Life issues
Executives, whose roles are more compatible with remote work, are more likely to bring up this topic (35% vs. 22% for lower-level employees), especially regarding the number of remote days (24% vs. 12%).

MORE THAN HALF OF EMPLOYEES MIGHT RESIGN IF THEIR REQUESTS ARE NOT MET
Respondents express doubts about being heard by management. Only half trust their company to respond favorably (48%).
Half indicate that their requests this year are repeats of past unsatisfied requests (50%). Skeptical, they may take radical action if not listened to: more than half (52%) say they could resign if their requests are denied, especially as over 60% believe “the grass is greener elsewhere.” After the first wave observed last summer, a significant number of resignations could occur in the coming months if management does not heed employee concerns.
“In a context where recruiting and retaining talent is increasingly complex, leaders and managers must pay close attention to the annual review. Employees should leave with clear and reassuring visibility on their role within the organization and their importance to the company. When well-prepared, this is a tremendous source of renewed engagement and enthusiasm,” concludes Henri Vidalinc, President of Grant Alexander.

About Grant Alexander
Grant Alexander has been a partner in organizational performance and supporting leaders for over 30 years, offering fully tailored HR consulting and services across all needs in talent management and development. The multi-specialist group operates in four areas (Executive Search, Executive Interim, Leadership Development, HR & Organisation Transformation) across all sectors and functions (executives, experts, rare profiles), worldwide. Grant Alexander has several offices in France (Paris, Lyon, Marseille, Nantes, Toulouse), a branch in Abidjan for Africa, and is the exclusive French partner of InterSearch, a global leader in executive search. A socially responsible actor, Grant Alexander is certified Lucie 26000. More information: www.grantalexander.com

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