In this article
watch now
Google executives are acknowledging employee concerns about rising inflation, but say they have no plans to respond with a companywide pay increase.
The topic of workforce pay was addressed at a special meeting on Tuesday that was intended to focus on Google's 2022 strategy.
Ahead of Google's all-hands meetings, now conducted virtually, executives determine some of what they will discuss based on questions that are submitted to an internal forum called Dory. With more than 400 "upvotes," a question related to inflation costs and employee pay received enough interest among the workforce to garner attention.
CNBC obtained audio of the meeting and viewed a copy of the inflation question, which Alphabet CEO Sundar Pichai read aloud.
Sundar Pichai, chief executive officer of Google Inc., speaks during the Google I/O Developers Conference in Mountain View, California, U.S., on Tuesday, May 8, 2018.
David Paul Morris | Bloomberg | Getty Images
"With the U.S. inflation rates being as high has 7%, some companies are doing blanket salary adjustment to cover just the inflation," Pichai said. "Is there any plans for Google to do the same thing?"
Pichai then gave the floor to Frank Wagner, Google's vice president of compensation. Wagner opened by saying that he recognizes the significance of inflation and compensation concerns among the company's workers.
"Inflation does seem to be atop of mind for a lot of folks, and I think one of the reasons is that people are pretty eager to get their compensation awards," Wagner said.
He said company leadership would be releasing letters to managers this week so employees will learn their compensation awards for the next year.
However, he went on to say that while Google is trying to pay competitively, it won't introduce companywide adjustments for inflation.
"As I mentioned previously in other meetings, when we see price inflation increasing, we also see increases in the cost of labor or market pay rate," Wagner said. "Those have been higher than in the recent past and our compensation budgets have reflected that."
watch now
VIDEO3:1403:14
U.S. Fed is 'reactive and not proactive' on inflation, says Yale economist
Wagner then said that should pay rates go up, Google doesn't want to give "smaller increments to everybody" but instead "we want to adjust it and pay it by performance."
"We don't have any plans to do any type of across-the-board type adjustment," he said.
In a statement, a company spokesperson echoed Wagner's comments about Google increasing pay based on performance and said that worker pay doesn't just come from salaries.
"Employees receive bonus and equity as part of their total compensation, which also includes generous benefits and flexibility," the spokesperson said.
Google's comments are a telling indicator of its priorities at a time when the so-called "Great Resignation" is leading workers across the country to leave their jobs in hope of better pay, a different location or a new and exciting challenge.
Google is an outlier
Some 4.2 million people quit their job in October, according to the Labor Department, down from a record 4.4 million in September. Meanwhile, inflation topped 6% in October, the highest since 1990, meaning consumers across the country are paying more for gas and groceries.
The battle for tech talent is particularly intense as the Covid-19 pandemic has turned remote and flexible work into a benefit that many office workers now expect in the future.
While Google recently delayed its January return-to-office plans amid ongoing concerns about the coronavirus, the company is an outlier in requiring employees to come back to physical offices three days a week. Salesforce is allowing for permanent remote work, and co-CEO Marc Benioff has said he expects 50% to 60% of employees to work from home even afterthe pandemic.
Facebook has said employees can request to work remotely on an ongoing basis, and Lyft said this week it won't require its workforce to come back to the office until 2023 at the earliest.
Google parent Alphabet, which has more than 150,000 full-time employees globally, has seen its revenue and stock soar over the last year, powering through any pandemic complications and rewarding employees who hold equity in the company.
Advertising revenue rose 43% to $53.1 billion in the third quarter, and the stock is up 68% this year, almost triple the gains in the S&P 500.
Correction: One of Wagner's quotes was misstated in a prior version of this story.
WATCH: Google delays January return-to-work plan amid omicron
watch now
As an expert in corporate compensation and labor market trends, my extensive knowledge in the field allows me to provide insights into the intricacies of the article regarding Google employees' concerns about rising inflation and the company's response.
The article revolves around a special meeting held by Google executives to discuss the company's 2022 strategy, with a particular focus on workforce pay. The concerns raised by employees about the impact of inflation on their compensation were addressed during this meeting.
Alphabet CEO Sundar Pichai acknowledged the issue by reading aloud a question related to inflation and employee pay, which had garnered significant interest within the workforce. Pichai mentioned that some companies were implementing blanket salary adjustments to cover inflation rates as high as 7% in the U.S. He inquired whether Google had plans to do the same.
Frank Wagner, Google's Vice President of Compensation, responded to the question, recognizing the significance of inflation and compensation concerns among the employees. He stated that while the company is aware of inflation's impact, Google does not have plans for a companywide pay increase to adjust for inflation. Wagner explained that when price inflation increases, the cost of labor or market pay rates also rises, and Google's compensation budgets already reflect these changes.
Wagner emphasized that Google aims to pay competitively and will release letters to managers detailing compensation awards for the next year. However, instead of across-the-board adjustments, Google prefers to tie pay increases to performance, avoiding smaller increments for everyone. The company's spokesperson reiterated this approach, stating that pay increases are linked to performance and that employee compensation includes bonuses, equity, benefits, and flexibility.
This information sheds light on Google's strategy amidst a challenging labor market landscape marked by the "Great Resignation" and rising inflation. It indicates the company's prioritization of performance-based compensation over across-the-board adjustments, showcasing its approach to retaining and rewarding talent in a competitive tech industry.
Furthermore, the article highlights Google's position as an outlier in the tech industry, particularly regarding its return-to-office plans. While other companies embrace remote and flexible work arrangements, Google stands out by requiring employees to return to physical offices three days a week. This decision contrasts with industry trends shaped by the COVID-19 pandemic, where remote work has become a sought-after benefit.
In conclusion, my expertise allows me to interpret and analyze the nuances of the article, providing a comprehensive understanding of Google's stance on compensation in the face of inflation and its unique position in the evolving landscape of remote work in the tech industry.
