Sharon Wu
\n\u00a0|\u00a0 Special to USA Today<\/p>\n
Many American workers still feel they\u2019re not paid what they\u2019re worth, despite modest improvements in compensation trends in 2025. According to new data from HR tech company Energage, just 69% of employees feel their pay is fair \u2014 making pay one of the least satisfying parts of the workplace experience.<\/p>\n
What\u2019s behind the frustration? Economic pressures like inflation and rising costs are eroding perceived gains. \u201cSalaries aren\u2019t keeping up with inflation,\u201d says Sam DeMase<\/a>, a career expert at ZipRecruiter<\/a>. \u201cWhile workers may feel like they\u2019re earning more due to pay increases, their purchasing power remains stagnant.\u201d<\/p>\n With job growth slowing and fewer open roles<\/a>, KPMG notes that companies have limited room for wage hikes. Here\u2019s what workers and employers can do to close the gap.<\/p>\n What employees can do when pay feels unfair<\/p>\n DeMase says workers can increase their odds of getting pay raises<\/a> with these strategies:<\/p>\n Know and own your worth<\/p>\n \u201cConsider all your skills, experience, software knowledge and certifications,\u201d DeMase says. \u201cMapping out what you have to offer and how that compares to what a role requires can help you advocate for the pay you deserve.\u201d<\/p>\n Next, access fair workplace compensation data through ZipRecruiter\u2019s salary estimator<\/a> or by comparing job descriptions for similar roles. This research will show if you\u2019re likely to be underpaid. It also provides the salary transparency you need for effective discussions.\u00a0<\/p>\n \u201cArmed with this information, negotiate with a focus on your business impact and results rather than making it personal,\u201d advises DeMase.<\/p>\n Tip:<\/strong> To negotiate a pay raise in 2025, don\u2019t cite cost-of-living concerns. Instead, connect your experience to employer needs. Say something like, “You mentioned a priority for this role is to hire, train and retain a team. I did this successfully in my last position, and I\u2019m excited to bring my expertise to this role.” Then make your ask: “Can we get my total compensation closer to $100,000?”<\/p>\n Seek out roles that value your superpowers<\/p>\n Beyond knowing market rates, DeMase suggests targeting positions that align with your strongest skills. \u201cYour superpowers and your results are your unique value proposition,\u201d she says. \u201cIf you don\u2019t know your value proposition, potential employers don\u2019t, either.\u201d\u00a0<\/p>\n When applying and writing your cover letter, highlight how you\u2019ll deliver on the job requirements: “I know you’re looking for someone who is a builder, and that is exactly what I do best.”<\/p>\n Tip:<\/strong> To clarify your value, DeMase recommends using this template: “Based on my background in X and skills in Y, I help companies\/teams\/clients achieve Z.” Then support your claims with powerful examples and measurable results from your past work.<\/p>\n What employers must understand about today\u2019s pay reality<\/p>\n Pay frustration isn\u2019t just an employee issue. For companies hoping to attract and retain talent, compensation clarity and transparency are essential. Here\u2019s what employers often miss and how to start fixing it.<\/p>\n Competitive pay loses impact without clear expectations<\/p>\n \u201cMeeting or exceeding market rates will attract and retain the highest quality candidates,\u201d explains DeMase.<\/p>\n But competitive pay alone won\u2019t solve trust issues if managers make vague promises about future raises. For example, \u201cif a leader says, \u2018We\u2019ll revisit your raise next quarter,\u2019 without further explanation, the employee will be demotivated,\u201d she warns.<\/p>\n To avoid this, DeMase recommends being direct about what workers need to do to earn raises. Do they need to upskill<\/a>? Do they need to take on specific projects, and if so, which ones? Do they need to achieve particular business results, and what, exactly?<\/p>\n \u201cEmployees crave clear and honest feedback,\u201d she emphasizes. \u201cKeep yours in the know, and be willing to have open and honest conversations.\u201d<\/p>\n Clear promotion pathways ease pay concerns<\/p>\n \u201cIf the promotion process is murky, your team will lose trust,\u201d DeMase cautions.\u00a0<\/p>\n Great leaders<\/a> provide a clear skills roadmap for each level. Outline exactly what employees need to do to move from manager to director to C-suite roles.<\/p>\n Beyond preventing confusion, this transparency builds loyalty<\/a>. DeMase encourages promoting from within whenever possible and sharing those success stories. \u201cEmployees crave \u2014 and ultimately trust \u2014 a company that doesn\u2019t exclusively hire externally for higher-level roles,\u201d she explains.<\/p>\n What is USA TODAY Top Workplaces 2025?<\/strong><\/p>\n Do you work for a great company? Each year, USA TODAY Top Workplaces<\/a>, a collaboration between Energage<\/a> and USA TODAY, ranks organizations across the U.S. that excel at creating a positive work environment for their employees. Employee feedback determines the winners.<\/p>\n