This is true if we base ourselves on the graph below, but it is somewhat of a simplistic assertion. Of the six happiness factors at work, remuneration is one whose impact, albeit important, remains the weakest.

Upon reading the same graph, one observation becomes evident. Remuneration has much more influence on the LHI-W (Leger Happiness Index at Work) than the LHI (Leger Happiness Index). While 13.22 points separate the LHI-W from the lowest and highest incomes, this difference drops to 5.55 points for the LHI.

Remuneration and revenues are important factors, more so at work than in life, but it’s important to put both aspects into perspective.

Work relations and recognition have nothing to do with salary

If the differences between the lowest and highest wage-earners are respectively 13, 12 and 27 points for self-realisation, empowerment and remuneration factors, this virtually disappears for work relations and recognition factors.

In clear terms, having a salary of $100,000 is no assurance of good work relations and above all, does not constitute a form of recognition, since this remuneration is most certainly merited and justified.

Work relations and recognition factors are, of the six happiness factors at work, those that are most directly connected to the relational aspect of our work, the way in which they interact with one another. Clearly the strength of these factors within a company has very little to do with the remuneration of individuals.