Three ways to avoid wage stagnation | How can companies improve employee satisfaction?

In 2025, the issues of wage increases for Taiwanese workers, structural challenges in the job market, and improving employee rights and satisfaction are gradually becoming the focus that companies must address.Long-term stagnation of labor wages will endanger corporate competitiveness, employee happiness and the normal circulation of the industry. This article reports from three aspects: regulations, emerging trends, and human resources strategies.Effective ways to avoid wage stagnation, analyzing how enterprises can comprehensively improve through proactive adaptation, innovative management and reasonable welfare systemsEmployee Satisfaction.

Analysis of the phenomenon of stagnant labor wages

Workers’ wages stagnated, which means that the salary levels of enterprises have not been significantly adjusted for many years and cannot reflect the prices and living needs. When salaries remain unchanged for a long time or only follow the statutory minimum standard, it will have a profound impact on the company, from the decline in the quality of life of employees to the loss of talent and organizational morale. Sustainable Operation.

The main reasons for wage stagnation

1. Economic downturn
   Economic fluctuations, intensified competition, and companies' efforts to control personnel costs have led to slow salary adjustments.
2. Aging industrial structure
   Traditional industries are transforming slowly, and wage distribution is structurally uneven.
3. Legislation drives passive response
   Some companies only focus on complying with laws and regulations and passively wait for policy adjustments.

Summary of Taiwan's 2025 Salary Policy (Simplified Table of Regulations)

According to the announcement of the Ministry of Labor, the wage increase in 2025 will lead to an increase in various labor and health insurance premiums and overtime pay standards. Employers who fail to comply will face fines and litigation risks.

Three ways to avoid wage stagnation

1. Regularly review and proactively adjust salary structures

Regular salary review

• Every year, according to economic, industrial and legal changes,Proactively check employees’ actual total salaryThe gap between market conditions and price index.
• By comparing internal grade surveys with external market salary data, we can avoid passively following statutory salary increases.
• It is recommended to set up a special task force, with the human resources department planning and submitting salary adjustment reports every six months, and actively strive for company budget adjustments.

Form example: Salary Review Self-Assessment Form (HR Department Tool)

Emphasis is placed on: Compare market conditions, establish a reasonable salary adjustment mechanism in advance, and ensure that the company does not lag behind its peers.

2. Improve the salary structure and welfare system to create a working environment that attracts talents

Establish a sound salary structure

• In addition to the basic salary,Flexible payments such as performance bonuses, allowances, and year-end bonuses, distinguish between job levels and project contributions.
• promoteTransparent salary policy, let employees understand their salary structure and ways to get promoted and get salary increases.

Diversified welfare design

• Employee Health Care Program: Routine health check-ups, group insurance, and psychological counseling programs.
• Family support measures: For example, childcare allowance and flexible working hours for parents.
• Festive gifts and team activities: Lunar New Year, Mid-Autumn Festival, employee travel, set up festival bonuses and activities to enhance the sense of belonging.

Example table: Benefit design value-added list

Key point: Diversified benefits can enhance employees’ sense of identification and satisfaction with the company and reduce their willingness to leave.

3. Introducing digital human resources management and transparent communication channels

Digital HR tools strengthen management

• Introducing cloud-based payroll system, automatically capture the latest salary ranges in regulations, generate reports, and avoid omissions in manual calculations.
• Digital tools transform complex tasks such asLabor insurance adjustment, overtime pay calculation, attendance check) One-click automation improves efficiency and reduces errors.

Strengthen internal communication mechanisms

• Regular employee communication seminars2. Establish an anonymous opinion mailbox so that employees can immediately reflect unreasonable salaries and benefit expectations.
• Leadership must personally participate in salary distribution discussions and announce the reasons for adjustments to reduce misunderstandings and rumors.

Table: Comparison of the effectiveness of digital HR before and after introduction

Key points emphasized: Digital transformation strengthens internal and external positive cycles, and automated management also means that companies value reasonable employee salaries and rights.

Advanced solutions to improve employee satisfaction

Differentiated salary adjustments and incentives for departments/levels

• Regular salary increases are made based on performance and output, and outstanding employees are given salary increases above the average.
• For key positions with high pressure or high turnover, additional project bonuses are set up.

Implementing ESG (sustainable development) strategies and DEI (diversity and inclusion)

• ESG InclusionEmployee-friendly salary policy: For example, open and fair promotion, gender and age-friendly treatment.
• roll outDiversity and inclusion workplace events, such as International Volunteer Day and Department Cooperation Charity Day, to bring employees closer together.

Employee self-training and job design participation

• Driving employee engagementWorkflow optimization, project innovation, encouraging independent learning and lateral rotation.
• Subsidize external courses or certifications to increase the long-term value of your employees.

Enterprise Case Area

Future trends in labor and salary management and employee satisfaction improvement

With the transformation of domestic and foreign industries,Companies are paying more attention to the “employee-organization” relationship than ever before, future salary development and employee satisfaction strategies will not only be limited to a single salary figure, but will also need to emphasize total compensation, career development, psychological support and team culture.

Enterprises can only actively observe policies, digital trends, Changes in the industrial environment, proactively adapt, openly communicate, and comprehensively upgrade management models in order to truly avoid the problem of salary stagnation and win continued favor from the market and talent for the company.

Proper management of "labor wages" and satisfaction is an important issue that companies must master by 2025. Only by investing more resources in innovative systems, digital tools and people-oriented management can every employee and the company move forward steadily and jointly meet future challenges.