Is switching jobs really the remedy for a low salary in today’s market?

Although data from Statistics Poland (GUS) indicates wage growth of around 6%, many employees feel that their salaries have remained stagnant. According to CBOS, around 60% of Poles believe that their financial situation is not improving. The gap between statistics and everyday experience is becoming increasingly visible – on paper things look better, but in many wallets nothing has changed. Unfortunately, only a small number of employees intend to ask their boss for a raise, while a much larger group is considering changing jobs.

– Theoretically, our wages are growing faster than inflation, so we should feel the difference. The problem is that statistics are like “a three-legged dog.” Averages are shaped by extreme values. We have industries acting as growth engines, but alongside them sectors such as automotive, furniture manufacturing, or processing industries are experiencing declining orders and layoffs. The differences between industries now reach even several dozen percent, which is why average wage growth says less and less about the real experience of most employees – notes Tomasz Szklarski, labor market expert and co-creator of the Enpulse platform, a modern HR tool supporting organizations in measuring and building employee engagement.

Talk or Leave?

Pay transparency was supposed to increase pressure for salary raises, but in times of uncertainty and growing pressure, conversations about money are increasingly seen as risky. According to the “Barometer of the Polish Labor Market” by Personnel Service, only 24% of employees currently intend to ask for a raise (down from 31% last year). At the same time, the same source reports that as many as 60% of employees assess their professional situation negatively.

– We feel bad, but we do not talk about it. This is confirmed by data from our “Engagement 2025” study – the percentage of people afraid to speak with their supervisors is growing. The result? Instead of negotiating conditions, we increasingly look for alternatives. Some people do nothing and practice so-called job hugging. Others start fantasizing about changing jobs – according to GI Group, this group already represents around 40% of employees. The conclusion is simple – for every fourth employee, it is easier to think about leaving than to talk to their supervisor – says Tomasz Szklarski.

Is a New Employer the Cure for Everything?

Many studies, including those conducted by Pracuj.pl, indicate that the search for better pay is the strongest motivation for changing employers. However, it should also be added that the second most common reason for quitting today is the desire to find a “better place” – calmer, more supportive, with a better manager. The expert stresses, however, that the grass is not always greener on the other side.

– Data shows that more and more people are more likely to discourage others from their workplace than recommend it. In recent years, the percentage of promoters – employees who acted as ambassadors of the brand – has fallen to 36%. At the same time, the group of dissatisfied and ambivalent employees has grown to 64%. This shows that we are no longer dealing with isolated organizations failing to create suitable working conditions, but with a systemic “jamming” of the labor market – says Tomasz Szklarski.

It is worth remembering that changing employers does not always solve the problem. In work psychology, it is often said that stress, overload, or burnout travel with us from one organization to another. Research conducted by experts from the University of California, Berkeley, indicates that long-term emotional exhaustion may persist even after changing work environments if the underlying causes are not removed.

– It does not work in such a way that we change jobs and start from zero. Of course, there is a novelty effect – we become fascinated by what we do not yet know. However, if the way we approach professional responsibilities and work-life balance does not change, stress and overload very often return. This means that the problem is not always the organization itself, but often a lack of ability to set boundaries or manage one’s own effectiveness – explains Artur Orzełowski, business psychologist.

Before Making Big Declarations

Before deciding to leave a job, it is worth first having an open conversation with one’s supervisor about the situation. Calmly explaining difficulties and expectations. In many cases, such an honest discussion turns out to be the most effective way to improve everyday work comfort.

– Employees often assume that their problems are visible to those around them. Meanwhile, managers are not always aware of the scale of overload, frustration, or the needs of their team. Leaders react where a specific problem appears. They cannot read minds, so if we do not say something directly, they will not know about it. Such a conversation often becomes the starting point for real changes – from reorganizing responsibilities to greater support or even a conscious decision to change jobs – says Tomasz Szklarski.