Revealed: Why now is perfect time to ask for salary hike… and why your UAE employer may give it

Better opportunities for employees and retention woes for companies in the UAE seem to the flavour of the local job market these days.

New reports show that in a bid to attract the very best and skilled talent, many employers are looking at rivals companies for staff and as opportunities are arising, employees are now voluntarily quitting their jobs and going for ones they consider hold better prospects for them.

And, in this tug-of-war, counteroffers are surfacing once again.

According to a new salary survey released by Robert Half for the UAE, employee retention remains a chief concern and challenge for organisations as the lure of additional remuneration and perks from competing firms entices many professionals to frequently change employer.

Most likely, it's about the money, but it’s not always that. Other factors also play on an employee’s mind as s/he puts in the papers and opts for a new role in a new company.

“Staff turnover is reportedly on the rise, with remuneration, company performance and work – life balance topping the list of reasons employees leave,” says the survey.

To retain their best employees, companies are giving them a counteroffer to make their current job look attractive enough to stay back.

“Counteroffers are common as companies struggle to keep their most valued employees on board, a reflection of the challenges they face in recruiting new ones.

“Changes to the housing allowance regulation, affecting government and semi-government organisations in Abu Dhabi, where employees must reside within the city to receive the benefit, is prompting many expatriates to seek Dubai-based opportunities.

“Firms in the area, therefore, face a talent drain in what is already a candidate’s market and are turning to additional remuneration prospects to keep employees on board,” elaborates the salary survey.

As per the findings of Robert Half, below are the main reasons behind voluntary employee turnover. The percentage is based on the number of respondents who participated in the survey.

- Lack of remuneration/recognition at 52 per cent

- Concern over company performance/fear of redundancies at 33 per cent

- Poor work–life balance at 30 per cent

- High workloads/employee stress at 30 per cent

- Boredom with current role/company at 19 per cent

- Stagnant career prospects at 19 per cent

- Concern over company/departmental management at 19 per cent