According to the latest data from recruitment firm Robert Walters, 19% of professionals say they feel less motivated at work after their most recent performance evaluation or annual salary review. This finding highlights the growing pressure on companies to balance trust and engagement with employees’ expectations for career progression and cost control.
Only 28% of professionals surveyed globally indicated that this evaluation left them with a more positive outlook on their professional future, underscoring the urgent need for organizations to bolster their ability to sustain motivation and engagement among their employees in an increasingly demanding workplace.
Andrew Powell, Chief Commercial Officer of Robert Walters, comments: “Performance reviews have become key moments for business leadership, especially now that organizations are looking to balance workers’ needs while managing tight budgets. Professionals want to know how their skills are valued, what growth opportunities exist, and whether the company is investing in their long-term development.”
Salary revisions redefine workplace commitment
In the context of Robert Walters’ Global Remuneration Study, the report also reveals that only 20% of professionals expect to receive a salary review this year, while 50% say they are unsure whether there will be an increase or simply do not expect one.
“Most professionals understand the economic pressures under which companies operate and recognize that a raise isn’t always feasible. However, it’s hard to stay motivated when there aren’t open conversations about career progression or how compensation decisions are made,” adds Powell.
The analysis of these findings suggests that both performance evaluations and salary reviews are gaining greater relevance in today’s market, as professionals use these conversations to assess their long-term career prospects.
In fact, 77% of professionals are actively seeking new opportunities or are open to them because of their current pay situation.
“We’re seeing many organizations adopt a more strategic and measured approach to compensation management. Market data plays a fundamental role in understanding where they are competitive, where gaps exist, and how salary expectations are evolving,” Powell notes.
“As the job market continues to evolve, greater emphasis is being placed on the value a long-term career can generate and on future opportunities. Organizations that understand how their teams’ expectations are changing will be better positioned to foster engagement, develop critical skills, and stay competitive in the long run.”
