Employees, demotivated after inflation canceled pay rises. What mistakes do companies make? The explanations of a psychologist

A global labor market survey indicates acute employee dissatisfaction with the workplace, with a good proportion of those surveyed believing their bosses put more value on profits than their well-being, while they are already being hit by price hikes that have canceled out their pay rises.

According to the HP Work Relationship Index 2025 study, more than 6 in 10 office workers say company expectations have increased in the past year, and nearly half feel their employer prioritizes profits over people.

There are also dissatisfactions in Romania: most of the participants in a survey indicated wage discrimination based on age criteria, with employees over 55 having lower incomes than those ten years younger, while the cost of living has increased considerably in recent months against the backdrop of rising inflation, which practically canceled wage increases.

Against the background of dissatisfaction at work, many Romanian employees are looking for better-paid jobs, while others opt for remote work, hoping that they will at least reduce their transportation expenses.

“It's true, these are tough days. Inflation has virtually canceled out any wage growth, and people are feeling more and more pressure in their daily lives. We're not just talking about money anymore, we're talking about emotional wear and tear, the meaninglessness and mistrust that creeps into the employee, institution or organization relationship.

The numbers in this report aren't just a cold statistic, they tell a silent story of disconnection, burnout, disappointment and withdrawal. In the office, I see more and more people who no longer suffer because of the workload or the fact that the workplace has become a second home, but because of the feeling that their work no longer has weight, that they are invisible to the organization to which they give energy, time and loyalty every day.

It is natural that in an unstable economic climate, companies become more attentive to efficiency, profit and results. But people are not numbers… they are the ones who make the numbers speak”said Dr. Gabriela Marc, senior clinical psychologist and associate university lecturer at the Faculty of Psychology and Educational Sciences for “The Truth” .

“Companies should do more”

According to her, when profit begins to replace humanity, distancing and gradually rupture occurs. And employees, even the most involved ones, withdraw emotionally and become focused only on personal good, even if it is one that no longer brings them an iota of contentment or satisfaction.

“Professional activity should be a space of belonging, not a chronic source of stress. When employees say they no longer trust the decisions made 'above', we are not talking about fragility, but about a crisis of meaning. Meaning is not imposed through KPIs, but is built through trust, honest communication and consistency between what the company says and what it does, between what is planned and what is implemented.” declared the psychologist for “The truth”.

So, the specialist added, companies can and should do more. Not just through point benefits, but through a culture change:

• Instead of constant pressure, real human presence is needed. A simple, “How are you feeling?” frankly, it's worth more than a calculated bonus.

• Instead of sterile assessments, we can simply ask: “What keeps you here?” or “What would you need to stay well, not just present?”. These questions create relationship, connection, empathy and relationship creates loyalty, presence, involvement, meaning.

“People need to feel that they are more than a function, a role in the hierarchy. Breathing breaks, meetings without an agenda, spaces where their voice matters are small gestures that restore the relationship and increase involvement in professional activity.

It is not rigid control, meaningless reports, unnecessary checks that keep teams together, but psychological safety, that space where you can make mistakes without being humiliated, where you can say what you feel without fear.

And perhaps most importantly, people need to understand why they do what they do. Not just the tasks, but their purpose. When the organization remembers what its deep meaning is and communicates it vividly, honestly, employees respond not out of obligation, but from the heart, respecting the employee's personal values.

In the end, what we lack are not strategies, but living relationships. People don't just leave because they're not paid enough. They leave because they no longer feel seen, listened to, understood. People need to hear before anything else… It's not your fault.

And a depleted team is not one that makes mistakes. It's one that no longer has the strength to believe it's worth trying”explained the psychologist.

A good part of the employees are looking for a better paying job

A survey released Wednesday shows that 75.6% of respondents who said they were strongly affected by the price increases, 20.9% were affected to some extent, 2.1% only to a small extent, and 1.4% not at all. The strongest impact was the increase in utility tariffs, as mentioned by 89.2% of the respondents. The increase in the prices of food and beverages hit 85.6% of respondents, and 40.7% felt the most impact of price increases in transport-related expenses (fuel, public transport, etc.).

Against this background, 65% declare that they would be willing to give up the extra-salary benefits they receive in exchange for a higher salary that covers inflation. This is also in the context in which only 4.8% had discussions with their employer about a possible salary increase, recently, and received it. 30.8% did not receive a higher salary, although they requested it, and 24.1% plan to discuss this with their employer in the near future. If we refer strictly to the interval of the last 12 months, 63.4% say that their salary did not increase at all, 25.3% received an increase, but less than the level of inflation, and for 5.7% the increase was greater than or equal to inflation.

The economic impact of the last few months has been strong enough for candidates and employees in the market that 41.3% of those who took part in the survey want a new job and are currently looking for a new job. 33.2% are willing to make a change only for a much higher salary than the current one, while 11.4% are satisfied with the job they have and do not plan a move in the near future. There is also another category of active candidates (14.1%) who want a new job for a number of reasons, not just salary. For half of those who are looking for a new job, the salary is the most important criterion according to which they will accept a possible employment offer.

Including reporting to remote work has changed in the new economic context. If until this year candidates wanted to be able to work from home to be able to manage their time better, now the main reason why they look to remote jobs is that it would help them spend less on transportation, lunch at the office or clothes. Moreover, faced with the hypothesis of hiring for a higher salary, even if it meant less free time, 33.8% would accept without thinking twice, and 33.9% would only accept if there was a substantial salary difference. 32.4% would refuse, arguing that free time is more important to them.