Getting paid is getting tough.

Through Q2 of 2025, Energage research showed satisfaction with pay was one of the least favorable aspects of employees’ workplace experience. Only 69 percent of employees answered favorably when asked to respond to the statement “My pay is fair for the work I do.” That’s compared with an overall favorability score of 79 percent in response to all 25 workplace statements administered by Energage.

Employees need to feel like they’re getting a fair return for the work they’re putting in.

But interestingly, the same Energage research shows that employees are more positive about pay in the first 6 months of 2025 than they were during the same period of 2024. In fact, satisfaction with pay was up the most for any statement.

That’s true in the Hartford region. In the Hartford Top Workplaces survey for 2025, positivity over pay rose to 62.4 percent, from 53.5 percent in 2024. And yet Hartford workers rated satisfaction with pay third-lowest on the list of workplace factors, ahead of only benefits and loyalty (looking for work elsewhere).

So what gives?

It suggests there are winners and losers in the battle for compensation. Some employers are working hard to meet the expectations of employees and others are not.

Experts say the current economic environment is making it tough for employers to meet pay challenges and for workers to see wage growth.

“While demand for workers is softer now than it was before the pandemic, the supply of workers also is tighter,” said Nela Richardson, chief economist for ADP. “A smaller share of the population is working or looking for work, and people who are employed are putting in fewer hours. New-hire wages haven’t budged in a year.

“In this kind of labor market, the odds of anyone getting a pay raise are dead even.”

Pay is one of the key ways employees judge how much their organization values them. And if they feel their pay is low, it’s hard to convince them that their organization truly cares – particularly if they hear about the organization’s recent profits or costly investments elsewhere.

Employees need to make money to provide for themselves and their families, one of the most basic human needs. And employees who feel valued by their organization are more likely to be engaged and put in more effort to help the organization be successful.

Employees are their own best advocate when it comes to their compensation. They can reference external resources to stay informed on average salary and salary ranges for employees with similar roles, experience, and locations.

Well ahead of the next pay review period, employees can inform their manager that they will be asking for a raise, and begin assembling a case for why they deserve one. If employees receive bonuses based on individual performance, they can also work with their manager to help determine their targets.

Employers should expect employees to discuss compensation with their coworkers, as they’re often well within their rights to do so. If there are dramatic differences in pay for similar work, it’s better to address them than hope they never leak.

Also, a strong, positive culture and fun perks help differentiate organizations. But they’re no substitute for a living wage, especially in areas with high costs for housing, food, healthcare, and more. Make sure your organization isn’t ignoring the reality of what pay means for employees, or demonizing them for caring about pay.

Bob Helbig is media partnerships director at Energage, a Philadelphia-based employee survey firm. Energage is the survey partner for Top Workplaces. 

https://www.courant.com/2025/09/12/ct-workers-are-offering-mixed-feedback-about-pay/