Broadly speaking, the typical narrative from corporate America unfolds as follows: One begins at an entry-level position, puts in considerable effort over time, and gradually earns promotions leading up to a high-ranking managerial role. Each promotion brings increased compensation, enhanced perks, and greater authority—ideally making the struggle worth it for most people.
However, in recent times, the appeal of advancing one’s career position has diminished; not only have promotions become more difficult to obtain, but individuals are also openly rejecting 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, statistics show.
According to Bloomberg reports referencing ADP data
That marks the lowest figure for any initial three-month period over the past half-decade, which is troubling considering January typically sees some of the most significant sales events.
This level of dissatisfaction can significantly affect employees’ happiness at work. According to an October poll involving over 5,200 individuals, approximately 38% of workers express discontent with their promotion prospects, whereas only 26% report 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 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 typical for a position higher than their designated job title. 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 at work.
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 handling comparable tasks.
Exactly what prompted Sherrika Sanders, who is 44 years old and from Atlanta, to turn down an advancement opportunity within her organization a few years back was precisely this issue.
At the time, Sanders was offered a promotion from accounting manager to assistant controller. The problem? She was already doing the work of the higher role, and she knew from market rates that she was being underpaid for it.
“Ninety percent of the time, before receiving a promotion from the same organization, you’ve 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 experienced swift changes starting from 2020, encompassing significant staff turnovers and extensive recruitment drives, adapting to virtual and blended workplaces, reshaping their team structures, broadening job roles, and coping with financial reductions. This has made the role of managers more challenging as they navigate these continuous shifts.
Seventy-three percent of employees report that their organization underwent significant disruption over the past year, a trend linked to increased instances of burnout, as indicated by the survey findings.
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 lead you away from your intended career path.
Budget reductions and changes in team structure might result in the new position your boss intends to promote you to looking nothing like what you actually aspire to do.
Debra Boggs, who founded and runs D&S Executive Career Management, an executive recruitment company, explains that one reason top-level professionals may reject a promotion is because “it’s not aligned with their professional path.” According to her, if someone gets presented with a chance that steers them significantly outside their area of skill or deviates greatly from what they aim to achieve professionally, this shift could hinder progress toward future objectives. Reverting to previous positions would be challenging once sidelined.
Sanders, the accounting professional, turned down a promotion for this reason, too.
During the summer of 2017, while managing the accounts for the U.S. and Canadian divisions at a telecommunications firm, she received an opportunity to take on a more extensive responsibility involving oversight of a bigger group.
However, seizing the chance would take her away from the duties she was undertaking.
more passionate about
: revolutionizing accounting procedures and strengthening her compact team.
Thus, she courteously turned down the proposal yet indicated her dedication to advancing within her present position. Her efforts were concentrated on enhancing her proficiency 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, does so
consulting firm
For accounting professionals and teams, she believes the experience highlighted that career advancement doesn’t solely involve climbing “upward.” 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 and conclude it’s not their cup of tea. Alternatively, some may choose not to even attempt it realizing 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, sharing your professional objectives with your supervisor can be beneficial in such situations.
She suggests that perhaps you might be interested in taking on additional responsibilities or exploring a new assignment to keep pushing yourself. However, it’s perfectly fine to simply focus on your daily tasks, head home after work, and receive your salary without aspiring to climb the corporate 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 a firm for 15 years despite receiving offers for more senior positions and better compensation elsewhere. She received regular increases in her salary along with advancements within the same organization during this period.
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 still taking up certain responsibilities without departing from the firm or aiming for a vice presidency role.”
When all is said and done, she remarks, “Declining an advancement today since you’re taking care of someone, or relocating elsewhere, or tying the knot, or simply feeling unprepared for it, does not imply that you won’t be able to pursue it at some point in the future.”
Looking to earn some additional income beyond your regular work?
Register for SofTech’s web-based training program
Ways to Generate Passive Income On the Internet
To discover popular methods for generating passive income, advice on beginning your journey, and true tales of achievement.
Sign up for
SofTechMake It’s newsletter
To obtain advice and strategies for achieving success at your job, managing finances, and navigating everyday life.
