Would you take a pay cut?
Would you take a pay cut right now?
For most American workers, the answer is a firm “nope.” But dig a little deeper, and the story gets more interesting.
According to LinkedIn’s latest Workforce Confidence Survey, more than four in 10 job seekers say they would consider a salary reduction IF it meant better alignment with their values, more room to grow, or increased flexibility.
In other words, money isn’t everything.
Sound surprising? It shouldn’t be. As someone who studies workplace cohesion and leadership, I’ve seen this shift firsthand. Workers, especially those navigating an uncertain job market, are increasingly weighing meaning, culture, and connection as heavily as they do compensation.
That leads us to a key question in this edition of Ask C.A.R.L.:
What are reasons other than pay that a person takes a job?
Here is C.A.R.L.'s answer:
"In the context of a Cohesion Culture™, reasons other than pay that a person might take a job include the desire for meaningful work, a sense of belonging and inclusion, and opportunities for growth and development. The book emphasizes the importance of understanding one's value and purpose within the bigger picture, which can provide a sense of fulfillment beyond financial compensation. Additionally, mutual commitment and collaboration, where individuals work together with trust and a shared purpose, can also be significant motivators for taking a job."
Let’s not gloss over this... If your organization isn’t intentionally offering these experiences, you’re going to lose good talent or never attract them in the first place.
Action Steps: What Organizations Can Do Now
1. Purpose → Create clarity around meaning.
- Connect every role to the company’s mission.
- Celebrate stories where employees make a difference.
- Train leaders to speak to why the work matters, not just what needs to get done.
2. People → Build real belonging.
- Foster inclusive teams where people feel psychologically safe to speak up.
- Create peer-to-peer recognition programs that reinforce shared values.
- Encourage mentorship, cross-team collaboration, and regular 1:1 check-ins.
3. Progress → Invest in development.
- Offer learning stipends, certification support, and career-pathing conversations.
- Recognize growth beyond promotions. Lateral moves and skill expansion count too.
- Build internal mobility into your talent strategy. Don’t “retain” only... Advance.
4. Flexibility → Design with life in mind.
- Embrace flex hours, remote options, and results-based performance measures.
- Give teams autonomy over when and how they do their best work.
- Trust your people. Micromanagement kills morale faster than a pay cut.
Cohesion Culture™ organizations understand that belonging + value + mutual commitment are essential to a cohesive company. When people find those things, they stick around, even if the paycheck isn’t the fattest on the table.
If your organization isn’t offering these, you’re going to struggle, regardless of how competitive your salary is.
Because today's talent? They're looking for a place to belong and become.
Your turn organizational leaders! What else would you consider doing to keep talent from leaving? What has your organization done to create more value beyond compensation?
Click here to try out our AI-powered book bot and Ask C.A.R.L. your most pressing leadership questions. He’s ready to stimulate your thinking and provide insights that help you lead with confidence.
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For more insight on this topic, please refer to these blog posts:
- Building Cohesion in Remote and Hybrid Teams
- Confidence Looks Good on You (Yes, You)
- The New Rules of Team Cohesion and Innovation
- AI = Advancing Individuals
- How to Handle Toxicity in the Workplace According to C.A.R.L.
- AI as Your Thinking Partner
- UH-OH and AI
- Putting AI to Good Use
Interested in reading more from Dr. Troy Hall? Check out my books available for purchase on Amazon.
