Three out of every four employees in Canada claim that they have a good idea about what a worker in their current position should be making each year — according to a new survey of 400 randomized employees. 
56% of the 400 surveyed indicated that they have gone out of their way to check their current salaries using online resources. There is some difference, in the survey, between men and women, with 82% of men indicating they are confident about what they should be earning versus 64% of women. Online tools allow them to compare what they are earning with the current market rate, similar job postings, and salary guides.
When the same survey was conducted in 2017, only 52% checked salaries online, somewhat below current numbers. In 2017, this represented 66% of men who checked their yearly wage against online resources, compared to just 45% of women.
Majority of employees not happy with salary
Unfortunately, the majority of employees in Canada reported they are not satisfied with their income as compared to what they find as an online average.
51% of those surveyed claimed they were not satisfied with their annual pay. This number is higher for women, with 53% of women indicating they were under-appreciated in terms of their salary, versus only 44% of men.
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Majority compare compensation with co-workers
53% of respondents in the survey admit that they talk to their co-workers about salary, and compare compensation.
Even though over half the people surveyed indicate they should earn more money, 86% did nothing about it — including not having a pro-active conversation with their superior about merit increases. 11% used online information to leverage a wage increase successfully. Another 4% ended up job hunting.
The Robert Half senior district president, David King, said: “It’s crucial for employers to stay current on local compensation trends, especially as a growing number of workers make an effort to educate themselves on how their salary stacks up.
“Employees are more likely to stick around if they believe their contributions are valued and rewarded. Providing competitive compensation packages that are responsive to shifting employee preferences, and include perks like commute subsidies, wellness benefits and professional development opportunities, are key to keeping professionals engaged.”
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 Robert Half report based on a survey.