Surveys show that up to 60 % of employees in the Czech Republic have never asked for a pay raise, even though most of them feel that their salary does not match their contribution. The experiences of experts from COREDO.jobs confirm that the issue of a pay increase is not only an individual matter but fundamentally affects company pay policy, corporate culture and long-term employee retention.
When is the right time to ask for a pay raise?
In some fields, such as engineering or pharmaceutical manufacturing, we at COREDO.jobs have observed that employers appreciate a proactive approach from employees who can substantiate their request with concrete results and contributions to the team.
During periods of economic uncertainty or crisis, it is appropriate to consider not only your personal situation but also the current state of the company and the market. Experts from COREDO.jobs recommend watching for signals such as growth in orders, expansion into new markets, or increasing responsibility within the team.
How can you evaluate whether a pay increase is sustainable for the company?
Experience shows that the balance between wage strategy, payroll budgets and long-term sustainability is key. At COREDO.jobs, for example, we analysed the impacts of raising salaries on wage costs and employee retention for a client in the e‑commerce sector.
When deciding on salary adjustments I recommend conducting a pay analysis and benchmarking against competitors, which will allow you to objectively assess whether a raise is in line with market standards and company culture. In some cases it is appropriate to use a personnel audit to help identify weaknesses in compensation and propose an optimal pay structure.
How to ask for a pay raise
Success in salary negotiations begins with thorough preparation. COREDO.jobs’ practice confirms that employers value a systematic approach supported by data and concrete results. This applies both to manual professions and to specialists in finance, law or management.
How to prepare an argument for a pay raise with your supervisor?
The basis is a clear argument for a salary increase. Experts from COREDO.jobs recommend using salary benchmarking — that is, comparing your wage with the market, ideally based on a pay table or a current market salary analysis.
It is important to state specific contributions: increased productivity, successful completion of projects, process optimization or the development of new competencies.
In one of our case studies in the metal manufacturing sector we helped employees prepare a presentation of their results based on KPIs (key performance indicators) and clear documentation of achieved goals. This approach led to successfully negotiating higher wages and expanding the benefits system.
Which metrics should I use when requesting a pay increase in digital marketing?
In digital marketing it has proven effective to rely on measurable metrics such as ROI (return on investment), CTR (click‑through rate), LTV (customer lifetime value) or growth of organic reach. From our experience at COREDO.jobs, presenting concrete numbers and comparisons with market standards significantly increases the chance of successful salary negotiations.
It is recommended to prepare a concise overview of achieved results, for example increased website traffic, growth in conversions or the successful introduction of new marketing channels. This approach is well received in other fields as well where results can be quantified.
How to negotiate a higher salary?
Successful salary negotiation is always a dialogue, not a one‑sided demand. COREDO.jobs’ experience shows that open communication, the ability to listen and presenting your results in the context of company‑wide goals are key.
How to negotiate a higher salary during economic uncertainty?
In periods of economic uncertainty it is appropriate to emphasize pay fairness and transparency. It is recommended to base your case on current market salary analysis and present arguments that reflect not only personal contribution but also the company’s situation.
In COREDO.jobs’ practice it has proven effective to propose alternative solutions — for example a deferred salary increase, expanded benefits or the possibility of further professional development.
In one case at a construction company we helped employees negotiate a salary increase spread over several stages, which allowed the employer to better plan wage costs while maintaining team motivation.
What are the best practices for salary negotiations in technology companies?
In technology companies it is common to use HR analytics and competency models that objectify salary decisions. COREDO.jobs experts recommend preparing concrete examples of innovations, successful projects or savings that the employee has delivered.
An emphasis on measurable results and a willingness to take on new responsibilities is often a key success factor in these fields.
In one of our case studies in the IT segment, the presentation of successfulimplementation of a new system to increase salary and expand an employee’s competencies to a managerial position.
How to motivate employees without a salary increase
It is not always possible to implement a salary increase immediately. In these situations it is appropriate to use the company’s benefits system, flexible working conditions or non-tariff components of salary, which can significantly increase employee motivation and loyalty.
What are the alternatives to a direct salary increase (benefits, training, flexibility)?
From COREDO.jobs practice it follows that the most effective alternatives include:
- Benefits: transport allowances, meals, healthcare or leisure activities.
- Training and development: access to courses, language education or certifications.
- Flexibility: the possibility of remote work, reduced working hours or an individual work schedule.
- Non-tariff components of salary: bonuses, performance rewards, supplements for specialized activities.
In one project for a laboratory we designed a combination of expanded benefits and opportunities for further education, which led to a significant increase in satisfaction and a reduction in turnover.
How can you effectively present your results when requesting a salary increase?
I recommend preparing a concise and clear document that summarizes achieved results, completed goals and concrete benefits for the company. It is advisable to use charts, tables or visualizations that clearly show the value of your work.
At COREDO.jobs we developed a template for presenting key achievements for a client in the financial services sector, which enabled employees to systematically justify their request for a salary increase.
How to respond to a refusal of a salary increase
A refusal of a salary increase request does not have to mean the end of professional development. COREDO.jobs’ experience shows that the right response can open the way to further opportunities and strengthen the relationship with the employer.
How to respond to a rejected request for a salary increase?
It is recommended to maintain a professional approach and ask for feedback. It is useful to find out which skills or results could lead to a future salary increase.
In the hospitality sector, for example, we helped employees after a rejected salary increase request to set up a clear career plan that led to a promotion and subsequent salary increase within a few months.
What are the long-term impacts of salary increases on company culture?
A well-designed pay policy and transparent communication about salary growth have a fundamental impact on company culture. From our observations at COREDO.jobs it follows that fair compensation increases employee retention, strengthens employer branding and supports open communication within the team.
Conversely, chaotic or unfair salary increases can lead to feelings of pay discrimination and undermine trust between employees and management. Therefore I recommend regularly conducting a pay analysis and transparently informing about the criteria for salary adjustments.
How to set up remuneration in a growing company
Rapid company growth brings new challenges in scaling rewards and setting up a pay structure. COREDO.jobs’ experience shows that successful companies build on a clearly defined career framework and regular reassessment of pay scales.
How can remuneration be scaled in rapidly growing companies?
I recommend implementing a flexible pay structure that allows quick responses to changes in the team and the market. In practice this means regular reviews of salary tables, introduction of bonus systems and clearly defined criteria for promotion and salary growth.
In a project for a construction company we developed a reward scaling system that takes into account not only individual performance but also team results and the company’s strategic goals. This approach allowed maintaining high motivation even during a period of rapid expansion.
How do you measure the ROI of investing in higher employee salaries?
Measuring the ROI of a salary increase is key to the sustainability of a wage strategy. It is recommended to track indicators such as reduced turnover, increased productivity, revenue growth or improved customer satisfaction.
At COREDO.jobs, for example, we analyzed in a laboratory the impact of salary increases on the quality of results and the speed of order processing – the results confirmed that the investment in remuneration translated into higher efficiency and client satisfaction.
How to set up a sustainable pay policy
A long-term sustainable pay policy is the foundation for stable growth and employee motivation. COREDO.jobs’ experience shows that transparency, regular reviews and open communication are key.
What are the most common mistakes when requesting a salary increase?
The most common mistakes include:
- Insufficient preparation and lack of concrete arguments.
- Unrealistic expectations regardless of the company’s situation.
- Failure to consider market standards and salary benchmarking.
- Emotionally charged communication or ultimatum-like demands.
In practice, COREDO.jobs has repeatedly seen that successful requests are always supported by data and respect the company’s possibilities.
What are the trends in remunerating managers and specialists in the Czech Republic?
Current trends show a shift towards greater pay transparency, the use of bonus systems and the individualization of remuneration based on performance and competencies. In some sectors, such as banking or pharmaceuticals, the importance of non-tariff salary components and the expansion of benefit programs is growing.
COREDO.jobs’ practice confirms that companies that regularly update their pay policy and reflect market changes achieve higher employee retention and better employer branding.
How to negotiate salary in uncertain times
In times of economic uncertainty I recommend building on open communication, systematic preparation and transparency. Proven practices include regular salary benchmarking, use of measurable metrics and seeking compromise solutions that consider both the employee’s needs and the company’s capabilities.
COREDO.jobs’ experience shows that companies that are successful in the long term build on a fair pay policy that supports professional development, motivation and team stability – regardless of the current economic situation.
