Compensation & Perks

Can Salary Increment Influence an Employee to Stay Back With a Company?

The average salary increment in India is around 10-12% per year. But, is this enough to make an employee stay back with a company?

According to a survey by a leading job site, 63% of respondents said that they would leave their current organization if they were not given a salary increment in the next 12 months.

The survey also found that nearly half of the respondents (45%) would leave their current organization if they received a salary increment of less than 10%. So, it is evident that salary increment is a key factor for an employee’s decision to stay back with a company.

It is a common phenomenon that when an individual gets a salary increment in their current organization, they start to feel valued by their employer and tend to develop a sort of loyalty towards the company. While there are various other reasons that an employee might want to stay back with a company, it cannot be denied that a salary increment is one of the key deciding factors. In this blog post, we will discuss whether a salary increment can influence an employee to stay back with a company.

Can Salary Increments Encourage Employees to Stay With a Company?

A study by the Society for Human Resource Management found that 74% of employees who received a salary increment stayed with their organization. This is compared to only 54% of employees who did not receive a pay increase. The study found that employees who received a salary increment were more likely to be satisfied with their jobs.

There is no definitive answer to this question as it depends on each individual employee’s motivation for staying with a company, which could be unique. Some employees may be motivated primarily by salary, so salary increments could help them to stay. Other employees may be motivated by factors such as job satisfaction, company culture, or opportunities for career advancement. So salary increments would not have as much of an impact on their decision to stay. Employees can have different kinds of needs depending on which they can choose to stay in a company.

Why Do Salary Increments Make Employees Stay?

A salary increment is often used as a tool to keep employees from leaving a company. The logic is that if an employee is happy with their salary, they are less likely to look for a new job. A salary increment can be used to reward an employee for their good work & to appreciate them. Let’s look at some reasons why employees are motivated to stay back with a company after receiving a  salary increment:

  • It can help employees cover rising costs of living, such as increased rent 
  • This increment can help employees save money for their future
  • It can act as a retention tool, to retain employees looking for a new job
  • A salary increment can boost employee morale 
  • Employee’s financial stress levels can be reduced because of salary increment
  • It can give employees a sense of job security
  • A pay rise may help employees feel valued for their efforts
  • A salary increment increases an employee’s sense of fairness in their compensation
  • If employees get more salary, then they feel more satisfied for the work they do

Possible Reasons for Employees to Leave an Organization

There can be many reasons for an employee to leave an organization, such as seeking better opportunities, personal reasons, or disagreements with the organization. Some employees may feel that they are not being paid enough, or that their workload is overbearing. Others may feel that their skills are not being utilized effectively. Or that their career is not progressing as they would have liked. Others may simply not be happy with the company culture. Let’s look at some reason in detail below:

1. Lack of Career Growth Opportunities 

An employee can leave an organization because of a lack of career growth opportunities. If an employee feels like they are not being allowed to grow and advance in their career, they may become disgruntled. Employees may feel stagnant in their roles and see no opportunity for advancement. This can lead to frustration and a desire to leave the organization in search of new challenges.

2. Poor Management

Poor management can lead to a toxic work environment, where employees feel belittled and unappreciated. This can lead to high levels of stress and anxiety, and eventually lead employees to look for other jobs. Employees may feel that their managers are not providing adequate support or are otherwise creating a hostile work environment. This can cause employees to lose faith in the organization and look for opportunities elsewhere.

3. Low Pay

If employees feel that they are not being fairly compensated for their work, they may leave. Low pay can lead to a feeling of being undervalued, which may prompt an individual to seek employment elsewhere.

4. Poor Work-Life Balance

Employees who are constantly working long hours or who are never able to take a break can become very stressed and may eventually start to resent their job. This can lead to them becoming less productive and less engaged with their work. Additionally, a poor work-life balance can also create health problems. Employees who are always working may not have time to take care of themselves, which can make them sick or even develop chronic health conditions. 

A poor work-life balance can also impact an employee’s personal life. Employees who are constantly working may not have time to spend with their family or friends, which can cause social isolation and loneliness. Employees may feel that their work demands are too high and that they are not able to achieve a healthy work-life balance. This can develop burnout and a desire to leave the organization in search of a healthier environment.

5. Company Culture

Bad company culture can be caused by many things, including a lack of trust, respect, and communication between employees and management. It can also be caused by a lack of appreciation or acknowledgment for employees’ hard work. Or by a lack of opportunities for career development. If employees feel that the company culture is not a good fit for them, they may be motivated to leave in search for a better work environment.

Different Types of Salary Increments 

A worker’s salary increment is expressed as a percentage of their total base pay. Typically, it represents a portion of the employee’s yearly compensation. Employers may utilize increments to raise or lower basic pay as well as to provide incentives. However, there are different types of salary increments as follows:

1. Annual Salary Increment

The annual salary increment is a yearly raise that an employee receives. This raise is given to employees to help keep up with the developing market and to reward them for their continued work with the company. The amount of the raise varies from company to company but is typically a small percentage of the employee’s salary. 

2. Cost-of-Living Adjustment (COLA)

A Cost Of Living Adjustment (COLA) is an adjustment to someone’s salary to help them cover the increased costs of living. This is usually given as an annual increase, based on the Consumer Price Index (CPI). COLAs can also be given to Social Security and pension payments, to help recipients keep up with the rising cost of living. COLA is a type of salary increment that is designed to match pace with inflation.

3. Merit-Based Salary Increment

A merit-based salary increment is a type of raise that is given to an employee based on their performance. There is no set cost for a merit-based salary increment, as the amount of the raise will depend on the individual’s performance and the company’s budget. However, employees who receive a merit-based raise usually see an increase in their salary of 3-5%.

4. Promotional Salary Increment

A promotional salary increment is a type of raise that is given to an employee when they are promoted to a higher position. The cost of a promotional salary increment will vary depending on the company, the position, and the amount of the salary increase. However, a company can budget for salary increases when making promotions, so the cost of a promotional salary increment is typically built into the overall budget for the position.

5. Signing Bonus

A signing bonus is a type of salary increment that is given to an employee when they first start working for a company. A signing bonus is a sum of money paid to new employees by their employer to incentivize them to join the company. This bonus is typically paid in addition to the employee’s regular salary and is often given as a lump sum payment. Signing bonuses are most common in fields where companies are competing for top talents, such as the tech industry.

Other Than Salary Increments, What Can Companies Offer to Retain Employees?

Companies can offer employees a variety of benefits to retain them, including health insurance, retirement savings plans, and paid time off. Additionally, companies can provide employees with development opportunities, such as training and education programs. It’s not necessary for a company to offer a salary increment every single time, therefore, they often offer perks or benefits that can be much more beneficial than increments. Some of those are:

1. Health Benefits

Some companies offer their employees health benefits as a perk. This can include things like health insurance, dental insurance, and vision insurance. Some companies also offer other health-related benefits, such as gym memberships, fitness classes, and health screenings. 

2. Paid Time Off

There are many benefits of offering paid time off to employees. Perhaps the most obvious benefit is that it helps to retain employees. If employees feel like their employer is willing to invest in their time off, they are more likely to stay with the company. Additionally, offering paid time off can help to attract new employees. This benefit can also help to improve employee productivity and morale. When employees have the opportunity to take paid time off, they can recharge and come back to work feeling re-energized. This can lead to higher quality work and a more positive attitude overall. 

3. Retirement Savings Plans

Many companies also offer retirement savings plans, like 401(k)s, as a way to retain employees. Many employees welcome their companies’ aid when developing long-term plans because they find personal money and financial planning to be a little perplexing. Employers can improve the performance of their savings by encouraging employee savings, fully or partially matching employee retirement contributions, and finding cost-effective ways to pay for employee benefits.

4. Flexible Work Schedules

Another benefit that can be offered to employees is a flexible work schedule, which can allow employees to have more control over their work-life balance. A flexible work schedule can be beneficial for both employees and employers as it can allow employees to better manage their time and workload, and can also help to improve workplace productivity.

5. Opportunities to Learn 

Upskilling programs, training, or opportunities to advance an employee’s career are generally considered to be beneficial for employees. These programs can help employees learn new skills and knowledge that can be used in their current job or future roles. Additionally, upskilling programs can help employees feel more confident and competent in their abilities, which can lead to increased job satisfaction and motivation.

6. Childcare Benefits

Some companies also offer childcare benefits, like on-site childcare or subsidies for childcare, as a way to retain employees who have young children.


From this blog, it can be concluded that salary increment is a key factor that influences an employee’s decision to stay back with a company. While there are various other reasons that an employee might want to stay back with a company, it cannot be denied that a salary increment is one of the primary deciding factors. Because if employees are happy with their work, then they enjoy working at your company.


1. What are the main factors that affect pay increments?

The main factors that affect pay increments are experience, education, and job performance. With more experience, employees can command higher salaries. Those with more education may also be able to negotiate higher salaries. Also, employees who have demonstrated superior performance at their jobs may also be able to receive larger salary increases.

2. How does pay increment affect employees?

Pay increment affects employees in several ways. First, it may provide employees with a sense of financial security and stability. Additionally, it may help to motivate employees to continue working hard and being productive. Also, pay increments may also help to attract and retain high-quality employees.

3. What are the cons of a salary increment?

There are a few potential drawbacks of salary increments. First, raises may not be across the board, and some employees may feel unfairly left out. Second, raises may be given with the expectation of increased productivity, which could lead to feelings of pressure and stress. Finally, salary increases may not be sustainable in the long term, and could eventually lead to financial problems for the company.

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What to Do if You Don’t Get the Promised Raise?

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