Porcentaje de quienes luego se arrepienten de cada elección. Las barras y el registro completo aparecen abajo.
Carrera
Última revisión 2026-04-26
Calidad de la evidencia 4.0/5
Puntuación de revisión en ocho dimensiones según la
rúbrica de calidad
. Cada dimensión puntuada de 1 a 5.
D1 Verificación de fuentes
3/5
D2 Autoridad e independencia de las fuentes
4/5
D3 Precisión de la tasa de arrepentimiento
3/5
D4 Comparabilidad de las fuentes
4/5
D5 Patrón de Gilovich
5/5
D6 Calidad de la prosa
5/5
D7 Completitud de las advertencias
4/5
D8 Calidad de la muestra
4/5
Media4.0/5
Datos sustitutos — no existe ninguna encuesta directa sobre el arrepentimiento para esta decisión. Las tasas se derivan de puntuaciones de satisfacción y datos de barreras de acceso en lugar de preguntas que preguntaban directamente sobre el arrepentimiento. Ver advertencias más abajo.
Arrepentimiento por acción
Negociar el salario
22%
no hay encuesta directa de arrepentimiento; el 22% de quienes negociaron no obtuvo una mejor oferta (cota superior proxy — el 78% acabó con una mejor)
Trabajadores estadounidenses que negociaron, panel en línea
retrospectivo, sin marco temporal fijo
Arrepentimiento por inacción
Aceptar sin negociar
27%
el 27% no negoció y ahora desearía haberlo hecho
Trabajadores estadounidenses, panel en línea
retrospectivo, sin marco temporal fijo
% que se arrepienten de esta elección
Negociar el salarioAceptar sin negociar
22%27%
inaction dominates — Domina la inacción — la mayoría se arrepiente de no actuar.
Decisiones relacionadas
Decisiones semánticamente similares — mismo terreno, distintos compromisos.
A 2024–2025 Resume Genius survey of 1,000 US workers found that 27%
didn’t negotiate and now wish they had — the cleanest inaction-regret
group in its four-part breakdown. (A widely cited 57% headline figure
covers “some regret about how they approached” negotiation, but it
bundles the 30% who regret their approach yet felt it was right at the
time, many of whom did negotiate, so it overstates pure inaction regret.)
On the action side there is no direct regret survey: among those who
negotiated, 78% say they ended up with a better offer and 22% did not,
so the 0.22 action rate is a proxy upper bound, not a measured regret
figure. The remaining tilt toward inaction is modest but directionally
consistent with Gilovich and Medvec’s inaction-dominance pattern.
Separately, a Fidelity Investments study of 1,524 workers found that 85%
of those who counteroffered got at least some of what they asked for,
suggesting the fear of negotiating is disproportionate to the actual
downside risk.
The generational breakdown complicates any simple “youth regret inaction
more” reading. Pew Research found that most US workers accepted their
initial offer without any negotiation attempt — only 32% of men and 28%
of women said they asked for higher pay. Resume Genius, meanwhile, found
that younger workers negotiate more, not less: 55% of Gen Z counter an
offer versus 42% of Baby Boomers. Negotiating more often, though, does
not automatically mean regretting less about how the conversation
went: the same survey’s approach-regret category — the 30% who regret
their approach but felt it was right at the time — is, by construction,
drawn from people who did negotiate. That is not the same as the clean
inaction regret this entry measures; it is exactly the kind of
handling-regret the 27% figure deliberately excludes.
The main caveat is measurement asymmetry. The inaction figure is
restricted to the clean 27% who “didn’t negotiate and now wish they
had,” rather than the headline 57% that mixes in approach-regret from
people who did negotiate. The action rate has no direct survey behind it
at all — it is proxied by the 22% of negotiators who did not end up with
a better offer, which is an upper bound, since not getting more is not
the same as regretting the attempt. The Fidelity study’s 85% “success”
rate counts any partial win, which may still have left the negotiator
feeling undercompensated. The direction holds, but with
the inaction figure restricted to the clean group the gap is modest and
the rates should be read as approximate.
Fuentes: acción
Registro de evidencia
Cada número a continuación es lo que reportó cada fuente, con la cita textual en la que nos basamos y cómo llegamos a nuestra cifra. Haz clic en cualquier enlace para verificarlo directamente.
Of workers who negotiated, 78% say they ended up with a better offer; 22% did not receive a better offer (the survey asks no direct 'do you regret negotiating?' question)
Extracto
“"Of workers who negotiated, nearly 8 in 10 of them (78%) say they ended up with a better offer."
”
Datos de la fuente de
2025-03-04
Accedido
2026-06-30
Cálculo
Resume Genius survey of 1,000 US workers, launched November 2024, analyzed February–March 2025. The survey contains no direct "do you regret having negotiated?" item, so no measured action- regret figure exists. Among workers who negotiated, 78% say they ended up with a better offer and 22% did not. The 0.22 action-side rate is a proxy: the share of negotiators whose negotiation did not yield a better offer (an upper bound — not receiving a better offer is not the same as regretting the attempt). proxy_only is set on this entry to disclose that no direct regret-framed action survey exists.
[2]CNBC / Fidelity Investments — Negotiating a job offer works: 85% of Americans who counteroffered were successful↗ 1 other entry
Fuente de referencia
85% of Americans who counteroffered on salary or benefits got at least some of what they asked for
Extracto
“"85% of Americans — and 87% of professionals ages 25 to 35 — who countered on salary, other compensation or benefits, or both pay and other compensation and benefits got at least some of what they asked for."
”
Datos de la fuente de
2022-05-13
Accedido
2026-04-26
Cálculo
Fidelity Investments / Engine Insights survey of 1,524 US adults ages 25–70 working full- or part-time, conducted March 8–14, 2022. The 85% success rate corroborates the low action-regret finding: most counteroffers yield a positive outcome.
Fuentes: inacción
Registro de evidencia
Cada número a continuación es lo que reportó cada fuente, con la cita textual en la que nos basamos y cómo llegamos a nuestra cifra. Haz clic en cualquier enlace para verificarlo directamente.
1/2 fuentes verificadas de forma independiente palabra por palabra frente a la fuente citada
27% of US workers didn't negotiate and now wish they had (the clean inaction-regret figure within the survey's four-part breakdown)
Extracto
“"Here's how the full breakdown looked: 30% regret their approach but felt it was the right decision at the time; 29% didn't negotiate but were happy with what they accepted; 27% didn't negotiate and now wish they had; 14% negotiated well and got what they wanted."
”
Datos de la fuente de
2025-03-04
Accedido
2026-06-30
Cálculo
Same Resume Genius survey (n = 1,000, Nov 2024 – Mar 2025). The survey's own four-part breakdown isolates the clean inaction-regret group: 27% "didn't negotiate and now wish they had." The headline 57% "expressed some regret about how they approached their salary negotiation" bundles approach-regret (the 30% who regret their approach but felt it was right at the time — many of whom DID negotiate) onto the inaction count, roughly doubling it. The 0.27 figure is the only category that is unambiguously "accepted without negotiating, now regrets it," so it is the honest inaction-side rate.
[2]Pew Research Center — When negotiating starting salaries, most U.S. women, men don't ask for higher pay
Verificado
↗ 1 other entry
Fuente de referencia
Most U.S. workers did not ask for higher pay than what was initially offered when last hired; only 32% of men and 28% of women say they did ask
Extracto
“"Most U.S. workers who are not self-employed say they did not ask for higher pay than what was initially offered the last time they were hired for a job. ... But men are slightly more likely than women (32% vs. 28%) to say they did ask for higher pay than what was offered."
”
Datos de la fuente de
2023-04-05
Accedido
2026-06-30
Verificación
Extracto recuperado de forma independiente y confirmado palabra por palabra frente a la fuente citada durante nuestra auditoría de fundamentación.
Cálculo
Pew Research nationally representative survey (5,902 employed U.S. adults, Feb 2023). Confirms the baseline that a majority of workers do not negotiate — only about 3 in 10 (men 32%, women 28%) say they asked for higher pay — providing denominator context for the inaction-regret figure: most of the regretful population never attempted negotiation at all.
Advertencias
El lado de la acción no tiene una encuesta directa de arrepentimiento. La encuesta de Resume Genius pregunta a quienes negociaron únicamente si obtuvieron una mejor oferta, no si se arrepienten de haber negociado; el 78% dice que acabó con una mejor oferta y el 22% no. La tasa de acción de 0.22 es un proxy — la proporción de negociadores cuyo intento no dio una mejor oferta — y es una cota superior, ya que "ninguna mejor oferta" no es lo mismo que "ojalá no lo hubiera intentado". proxy_only está activado para revelar esto. La tasa de inacción es el 27% limpio de la encuesta que "no negoció y ahora desearía haberlo hecho"; un borrador anterior usó el titular del 57% que "expresó cierto arrepentimiento sobre cómo enfocó su negociación salarial", pero esa cifra agrupa el 30% que se arrepiente de su enfoque aunque en su momento le pareció correcto (muchos de los cuales SÍ negociaron) en el recuento de la inacción, duplicándolo aproximadamente. Ambas encuestas provienen de paneles en línea autoseleccionados, no de muestras probabilísticas. El hallazgo de Pew Research de que la mayoría de los trabajadores nunca negocia (solo ~30% pidió un salario más alto) corrobora la magnitud de la no negociación pero no mide directamente el arrepentimiento. La tasa de éxito del 85% del estudio de Fidelity puede sobrecontar las victorias parciales. El hallazgo direccional — el arrepentimiento por la negociación salarial se inclina hacia el lado de la inacción — se mantiene, pero la brecha es modesta una vez que la cifra de inacción se restringe al grupo limpio. Los datos de la encuesta proceden exclusivamente de muestras de Estados Unidos; las tasas de satisfacción y arrepentimiento en países con estructuras institucionales distintas — legislación laboral, normas de empleo, sistemas de prestaciones — pueden diferir sustancialmente.
