Wage Increases Create Not Just "Expectations" But Also "Awareness of Limits" - A Segment Feels "It Won't Rise Anymore" [Attitudinal Survey]
A survey of 1,236 business professionals by Corner Inc. revealed that wage increases are not always perceived positively; a significant portion feels their wages won't rise further, leading to a "sense of limits" and increased intent to change jobs. The study found that satisfaction with wage increases depends not only on the amount but also on whether explanations are provided regarding the rationale and future outlook. This suggests that the communication and meaning behind a wage hike are as crucial as the monetary value in influencing employee perception and engagement.
📋 Article Processing Timeline
- 📰 Published: April 8, 2026 at 00:40
- 🔍 Collected: April 7, 2026 at 16:00
- 🤖 AI Analyzed: April 18, 2026 at 11:47 (259h 47m after Collected)
Corner Inc. (Head Office: Shibuya-ku, Tokyo; Representative Director: Takahiro Monma) conducted an "Attitudinal Survey on Base-up" targeting 1,236 business professionals. The results revealed that post-wage-increase perceptions are not uniform, with a certain number of people feeling that "wages won't rise any further." Furthermore, differences in perception were observed not only due to the amount of the wage increase but also due to factors such as the presence or absence of explanation, future outlook, and satisfaction with performance evaluations. This suggests that wage increases are not evaluated solely by the amount, but are also perceived in light of their background and communication.
[See Details]
## Survey Results Summary
* Perceptions after wage increases vary; while positive perceptions are observed, **a certain number of people feel that "wages will not rise any further."**
* Among those dissatisfied with wage increases, there is a tendency for **a strong "awareness of limits" and high desire to change jobs.**
* Even with similar wage increase amounts, **differences in satisfaction are seen depending on the presence or absence of explanations** regarding reasons and future outlook.
## Main Survey Results
### [Changes in Awareness Due to Wage Increases]
Regarding changes in awareness after wage increases, while positive changes such as "expectations increased" and "motivation for work improved" were observed, a certain number of responses also indicated "no particular change" or "felt that wages wouldn't rise any further." This shows that wage increases are not uniformly perceived positively, and there is variation in how they are received.
### [Wage Increase Satisfaction and the Structure of "Resignation"]
When comparing changes in awareness by satisfaction level with wage increases, the proportion of those who felt "wages wouldn't rise any further" was higher among the dissatisfied group, and the proportion considering changing jobs was also high. Wage increases do not necessarily lead to positive expectations; among those who are not satisfied, an awareness of limits, such as "wages won't rise any further," is instead emerging.
### [Relationship Between Presence of Explanation and Satisfaction]
Analyzing satisfaction by wage increase amount revealed differences in satisfaction based on the presence or absence of explanation, even with similar wage increase amounts. When an explanation was provided, satisfaction was higher, while dissatisfaction tended to be higher when no explanation was given. This indicates that wage increases are not evaluated solely by their monetary value.
## Expert Commentary: Takahiro Monma, Representative Director and CHRO, Corner Inc.
This survey suggests that workers may perceive wage increases not merely as "changes in amount" but as a message from which they infer "how they are being treated" and "what they can expect from this company." Therefore, even with the same amount of wage increase, if the background and rationale are not shared, satisfaction may not be achieved, leading to a disconnect with the company's intentions. Moving forward, in considering wage increases (base-up), carefully designing not only the monetary amount but also the "meaning" of compensation and "expectation management" will become a crucial endeavor.
## Survey Overview
Survey Title: Attitudinal Survey on Base-up
Target Audience: Men and women aged 20-60 employed at companies in Japan
Survey Period: February 27, 2026 - March 2, 2026
Sample Size: 1,236 people
Survey Method: Web questionnaire survey
Survey Implementing Organizations: Corner Inc., Macromill Inc.
**[Download This Survey Report]**
Details are compiled in the survey report. If you wish to obtain the detailed version of the material and data, please download it from the link below. Please utilize it for your human resources and organizational strategy planning.
[Download]
*When citing or reproducing data and information described in this material and on this page, please clearly indicate the source.
*When clearly indicating the source, please also include the URL of our company's website.
URL: https://www.corner-inc.co.jp
## About Corner Inc.
Under the purpose of "Transforming HR, Transforming Organizations, Transforming the World," Representative Director Takahiro Monma founded Corner Inc. in 2016 and provides the HR professional boutique "CORNER." We connect companies that want to solve diverse organizational challenges and grow their business, such as recruitment, labor management, system design, organizational and human resource development, human capital information disclosure, and DE&I promotion, with ready-to-work parallel workers (individuals working with multiple companies). Corner's HR consultants work as one team to provide practical support. The number of registered parallel workers has exceeded 10,000 as of January 2025.
[Consultation on HR Issues Here]
Our dedicated consultants will assist you with matching professional HR personnel and supporting your projects.
[For Those Interested in Parallel Work Here]
Click here if you are considering parallel work as an HR professional.
[See Details]
## Survey Results Summary
* Perceptions after wage increases vary; while positive perceptions are observed, **a certain number of people feel that "wages will not rise any further."**
* Among those dissatisfied with wage increases, there is a tendency for **a strong "awareness of limits" and high desire to change jobs.**
* Even with similar wage increase amounts, **differences in satisfaction are seen depending on the presence or absence of explanations** regarding reasons and future outlook.
## Main Survey Results
### [Changes in Awareness Due to Wage Increases]
Regarding changes in awareness after wage increases, while positive changes such as "expectations increased" and "motivation for work improved" were observed, a certain number of responses also indicated "no particular change" or "felt that wages wouldn't rise any further." This shows that wage increases are not uniformly perceived positively, and there is variation in how they are received.
### [Wage Increase Satisfaction and the Structure of "Resignation"]
When comparing changes in awareness by satisfaction level with wage increases, the proportion of those who felt "wages wouldn't rise any further" was higher among the dissatisfied group, and the proportion considering changing jobs was also high. Wage increases do not necessarily lead to positive expectations; among those who are not satisfied, an awareness of limits, such as "wages won't rise any further," is instead emerging.
### [Relationship Between Presence of Explanation and Satisfaction]
Analyzing satisfaction by wage increase amount revealed differences in satisfaction based on the presence or absence of explanation, even with similar wage increase amounts. When an explanation was provided, satisfaction was higher, while dissatisfaction tended to be higher when no explanation was given. This indicates that wage increases are not evaluated solely by their monetary value.
## Expert Commentary: Takahiro Monma, Representative Director and CHRO, Corner Inc.
This survey suggests that workers may perceive wage increases not merely as "changes in amount" but as a message from which they infer "how they are being treated" and "what they can expect from this company." Therefore, even with the same amount of wage increase, if the background and rationale are not shared, satisfaction may not be achieved, leading to a disconnect with the company's intentions. Moving forward, in considering wage increases (base-up), carefully designing not only the monetary amount but also the "meaning" of compensation and "expectation management" will become a crucial endeavor.
## Survey Overview
Survey Title: Attitudinal Survey on Base-up
Target Audience: Men and women aged 20-60 employed at companies in Japan
Survey Period: February 27, 2026 - March 2, 2026
Sample Size: 1,236 people
Survey Method: Web questionnaire survey
Survey Implementing Organizations: Corner Inc., Macromill Inc.
**[Download This Survey Report]**
Details are compiled in the survey report. If you wish to obtain the detailed version of the material and data, please download it from the link below. Please utilize it for your human resources and organizational strategy planning.
[Download]
*When citing or reproducing data and information described in this material and on this page, please clearly indicate the source.
*When clearly indicating the source, please also include the URL of our company's website.
URL: https://www.corner-inc.co.jp
## About Corner Inc.
Under the purpose of "Transforming HR, Transforming Organizations, Transforming the World," Representative Director Takahiro Monma founded Corner Inc. in 2016 and provides the HR professional boutique "CORNER." We connect companies that want to solve diverse organizational challenges and grow their business, such as recruitment, labor management, system design, organizational and human resource development, human capital information disclosure, and DE&I promotion, with ready-to-work parallel workers (individuals working with multiple companies). Corner's HR consultants work as one team to provide practical support. The number of registered parallel workers has exceeded 10,000 as of January 2025.
[Consultation on HR Issues Here]
Our dedicated consultants will assist you with matching professional HR personnel and supporting your projects.
[For Those Interested in Parallel Work Here]
Click here if you are considering parallel work as an HR professional.