Broadly speaking, the typical narrative from corporate America suggests this progression: Begin at an entry-level position, put in significant effort over time, and achieve several promotions leading up to a high-ranking managerial role. Each promotion brings increased compensation, enhanced perks, and greater authority — ideally making your efforts feel well justified.
However, in recent times, the appeal of advancing within one’s career has diminished; not only have promotions become more difficult to secure, but individuals are also openly declining them.
The job market has slowed down in recent years, along with the chances for individuals to advance their careers. Out of approximately 68 million white-collar employees, only 1.3 percent received promotions during the initial quarter of 2024, data shows. According to Bloomberg reports referencing ADP data, That's the lowest rate recorded during any first quarter over the past five years, which is worrying considering January is typically one of the major months for promotions.
This can significantly affect employees' satisfaction levels at work. According to an October poll involving over 5,200 participants, approximately 38% of workers expressed dissatisfaction regarding promotion prospects, whereas only around 26% reported being content with these opportunities. Pew Research Center .
However, despite being given an opportunity for advancement, many employees might decline: 42% of American workers stated they would reject a promotion as they are content with their present role, surveys reveal. data from Randstad , the HR firm.
Why then aren’t individuals joyfully embracing the opportunity for advancement? According to experts and employees, several elements could be contributing to this situation:
Individuals are already experiencing being overwhelmed with work and inadequately compensated.
Many individuals already perceive themselves as performing tasks typically associated with a higher position than their current job titles indicate. However, they aren’t receiving additional compensation for this extra work.
The majority of employees, specifically 76%, report that they are currently doing so. more than what's expected According to Pew data, some of them experience this at their workplace.
Meanwhile, 29% say they're unhappy with their salary, according to Pew, with many citing concerns that their pay hasn't kept pace Given the rising costs of daily expenses, they find themselves earning insufficient amounts to cover all their bills, and simultaneously, they are receiving lower wages compared to another employee doing equivalent tasks.
Exactly what prompted Sherrika Sanders, who is 44 years old from Atlanta, to turn down an initial promotion within her organization a few years back was precisely this factor.
Initially, Sanders was presented with an opportunity to be promoted from accounting manager to assistant controller. However, the issue was that she was already performing the responsibilities of the more senior position. Additionally, based on market values, she was aware that she was being compensated below what would be fair for her current workload.
"Ninety percent of the time, prior to receiving a promotion from your current employer, you have likely begun performing those duties," according to Sanders.
In her view, the increase in salary from the new promotion wasn't enough to compensate for the extra responsibilities she would have to take on.
She spoke with the company's vice president and presented her case — even going so far as to pull out a " kudos folder of her recognized achievements and commendations, along with how she surpassed project timelines and milestones.
Sanders mentions that having the option to turn down the offer was significant: That same day, the VP increased the compensation, leading Sanders to accept it.
The stress levels at work are increasing.
A lot of businesses have experienced swift changes since 2020, involving significant staff turnovers and extensive recruitment drives, shifting to remote and blended working environments, reshaping their team structures, augmenting job duties, and grappling with financial constraints. This has made the role of managers even more challenging as they navigate these transitions.
Seventy-three percent of employees report that their organization has undergone significant disruption in the past year, a trend linked to increased instances of burnout, as indicated by the study. recent report from Gallup .
The last two years of cost-cutting means that "middle-managers and front-line managers have been disproportionately affected," says Daniel Zhao, lead economist at Glassdoor. Laying off middle managers leaves more work for the ones who remain, with higher expectations with fewer resources to boot.
The accumulating pressure from management responsibilities might adversely impact newer employees; a recent survey revealed that 52% of Generation Z workers expressed no desire to take on managerial roles. from Robert Walters , a recruiting firm.
Promotions may divert you from your intended career path.
Budget reductions and organizational reshuffling might result in the new position your supervisor intends to advance you to looking nothing like what you're truly interested in pursuing.
Executives often reject promotions when they feel the opportunities do not match their professional paths, according to Debra Boggs, who founded and runs D&S Executive Career Management, an executive recruitment company. She explains that taking up positions distant from one’s core skills or long-term career objectives might hinder progress toward future aspirations. Reverting to previous roles afterward becomes challenging due to lost momentum.
Sanders, the accountant, also declined a promotion for similar reasons.
During the summertime in 2017, she managed the accounting department for the U.S. and Canadian divisions at a telecommunications firm. She then received an offer to take on a more extensive responsibility, leading a bigger group.
Nevertheless, seizing the chance would take her away from the duties she was involved in. more passionate about : revolutionizing accounting procedures and strengthening her compact team.
Therefore, she gracefully turned down the proposal yet indicated her dedication to advancing within her present position. Her efforts were geared towards enhancing her skills in accounting, allocating resources for her team’s professional development, and also embracing fresh chances to speak and teach.
Sanders, who currently manages her own business, continues to lead in this field. consulting firm For accounting professionals and teams, she believes the experience demonstrated that career advancement doesn’t solely involve climbing “up.” Instead, she found success by progressing in a way that was more closely aligned with her passions and skills.
Not everybody aspires to become a manager at present.
It's crucial to keep in mind that not everybody aims to climb the career ladder or becoming a manager .
Zhao from Glassdoor remarks, “A lot of individuals might test it out only to conclude it’s not their cup of tea. Conversely, some folks choose not to even attempt it since they’re aware it doesn’t align with their interests.”
According to Sherri Carpineto, 48, a career coach and senior director of operations at a healthcare firm based in Boston, it can be beneficial to openly discuss your professional objectives with your supervisor in such situations.
She suggests that perhaps you might be interested in taking on additional responsibilities or exploring new projects to keep challenging yourself," she states. "However, it’s perfectly fine to simply complete your daily tasks, return home each evening, and receive your salary without aspiring to climb higher up the career ladder.
Her point is that your choice not to advance professionally at this time doesn’t need to be permanent, she says.
Once, Carpineto remained with an organization for 15 years despite receiving multiple job offers from external firms that offered more prestigious positions and better compensation. Even so, within her current company, she did receive periodic salary increases along with advancements in her role.
She explains, “I made this choice due to having young children. Additionally, my mother was quite unwell during that period.” She continues, “Thus, I felt content staying put, leading a team, and embracing certain responsibilities without departing from the firm or aiming for a vice presidency.”
When all is said and done, she remarks, “Declining an advancement today since you’re taking care of someone, relocating to another part of the country, getting married, or simply feeling unprepared for it, does not imply that you won’t be able to pursue it at some point in the future.”
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