The Wobbly Corporate Ladder

Stepping off the ladder

More and more professionals are turning down promotions, putting pressure on companies to revisit their corporate ladder strategies.

A survey conducted by human resources firm Randstad found that 39% of Americans said they don’t want promotions because they are content with their current positions. The numbers are higher in countries like Italy, Spain, and New Zealand, which are known for their lax attitude toward work.

This new trend is mostly seen among the younger generation but also includes a significant portion of the older workforce. Most of them feel the salary increase is too low in relation to the new position’s responsibilities. Others do not care about the pay as they want to remain in their comfort zone. 

Not everyone is willing to manage a team, be on call 24/7, sit in meetings all day, or hop on a new learning curve. For these workers, a 9-5 is a means to fund a certain lifestyle. They prioritize their “other” life outside of work and would prefer to spend more time and energy in these endeavors. A predictable day job that provides a stable income is great for most people. Many see a promotion as a hassle and a great risk.

These reasons are all understandable. A top career requires unwavering dedication and a lot of compromise in other parts of life. Many people now don’t want to pay this price.

Setting up for the future

But business must go on. An organization’s future heavily depends on the leaders who will guide it through the rapidly changing corporate environment. Many firms have closed shop after failing to make seamless leadership transitions.

If someone genuinely isn’t interested in moving up, then that’s a pretty clear indicator that they aren’t the right candidate. It’s best to move on and spot the talent who does not only fit the bill but who is also willing to take the job head-on. 

Also, corporations have to be aware that there are other forms of career progression apart from people management. Some employees are not cut for managing a team, and their strengths lie somewhere else. Businesses must carefully evaluate their candidates to see which career path would fit them. 

Firms must also communicate the demands of the job early on. Slowly dipping a candidate into the water is way better than throwing them right in. Being promoted means taking on an expanded set of responsibilities and working longer and harder working hours – this is non-negotiable.

However, firms must also be conscious of the responsibilities of the new position. Maybe some workers stay away from a certain managerial position because the workloads are just too extreme. In these instances, it’s better to pass off some work, especially administrative work, to an offshore team.

The question for your business

How are you nurturing your businesses’ future leadership?

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