Why Gen Z Doesn't Want Promotions

Career consultant Emily Rezkalla (USA) said this is the opinion she hears the most when interacting with colleagues of Generation Z. Although only a few years older, she understands that many people do not want to become managers because their superiors do not support or motivate, engage or encourage them properly.

Rezkalla had been in charge of others before and seemed reluctant to return to that position. The job left her with little time for a personal life, constantly worrying about what her subordinates were doing. Her clients felt the same way, even if they weren’t yet managers.

They see managers as a type of employee with a heavier workload, and the company appoints them to “babysit.” For many Gen Zers, when they look at their boss, they immediately say “no” to promotions.

Why put up with more stress and little extra income if work-life balance or career goals are diminished? This is where leaders need to put in more effort to support and train Gen Z employees in particular and all generations in general to help them feel a sense of hunger for fulfillment and excitement in their work.

Some older colleagues have stereotyped Gen Z as lazy. However, just because Gen Z doesn’t want to be promoted doesn’t mean they work any less hard. Many Gen Z employees are willing to listen to their colleagues and observe and engage in dialogue on tools like social media.

Understanding the challenges of becoming a manager, it’s no surprise that young people don’t run for promotions. “They’ve seen how exhausted their bosses are,” says TikToker Kyyah Abdul, known for her career advice. So they decide that promotion isn’t the right path.

With work-life balance a big priority in the workplace, employers need to think about other initiatives to motivate employees, according to Pradeep Philip, a consultant at Deloitte Access Economics. Many younger employees seem to be less interested in the things that motivated previous generations, such as money and advancement, the expert said.

A survey by research firm McKinsey earlier this year found that, in addition to inadequate pay, reasons for Gen Z’s dissatisfaction with their jobs included lack of career development and advancement, and lack of attention from management. They also rated meaningful work as equally important as a flexible work environment when looking for a job.

Rod Thill, founder of WorkDaze, a news channel focused on workplace issues, said some people are perfectly happy with their current lifestyle and income. So they ask themselves "why get a promotion and stress yourself out and burn yourself out when you can simply do what works for you?"

With questions like “what does career growth mean to you,” only the interviewer can give the best answer, Thill says. When managers know that Gen Z doesn’t want to be promoted, remember that many of them want simpler things, like transparency, mentorship, and office culture.