12 Feb Rethink Promotions: Why Not Everyone Wants to Climb the Ladder
Promotions. They’re the gold star of the workplace, right? Bigger title, more money, more responsibility. But here’s the plot twist: nearly half of Americans don’t even want one. Yes, you read that right. For many, climbing the corporate ladder just isn’t the dream anymore.
If this sounds surprising, it’s time to rethink how we reward employees. And spoiler alert: the answer isn’t just throwing leadership roles at your top performers.
Not Everyone Wants to Be the Boss
In smaller businesses, the go-to move is often to promote the “culture carriers”—those “rockstars” who hold the team together and always deliver. But here’s the thing: rewarding someone with a leadership position can backfire if it’s not what they actually want.
Think about it. If someone’s thriving on the frontlines, knocking it out of the park in sales, on job sites, or with customers, why yank them out of their sweet spot? Instead, why not just ask them: “What do you really want?”
It’s a simple question, but it’s one that doesn’t get asked often enough. And when it’s skipped, companies end up with disengaged leaders, missed potential, and—worst of all—high (and costly) turnover.
The Price of Leading by Default
Let’s break it down. When promotions are treated as a one-size-fits-all reward, here’s what happens:
Engagement tanks. If someone doesn’t want to manage people, forcing them into it won’t spark joy—or success.
You lose their magic. Moving top performers out of roles where they shine can leave a big gap.
Turnover skyrockets. When people feel cornered into taking on roles they’re not excited about, they leave.
Bottom line? You can’t assume everyone’s goal is to climb the ladder. Sometimes, they just want to master the rung they’re on.
A Smarter Way to Reward
So, how do you lead by design instead of default? Start with these steps:
- Ask Before You Act
Instead of making assumptions, have an open conversation. Ask, “What excites you? What does growth look like for you?” You might find they’d prefer a salary bump, more flexibility, some time off, or a chance to take on a special project.
- Redefine Rewards
Not every reward has to come with a title change. Financial incentives, extra time off, or the freedom to work on high-impact projects can mean just as much—if not more. Tailor the recognition to the person, not the playbook.
- Co-Design Growth
Growth doesn’t have to mean “up.” Think about lateral moves, new skills, or mentorship programs that let employees expand without forcing them into roles they don’t want. Build the path together and keep it aligned with their strengths and goals.
The Future of Work: Intentional, Not Default
Here’s the truth: not everyone wants to be a leader—and that’s okay. What people really want is to feel valued and supported in a way that works for them. They want to be seen as they are. When you take the time to understand what makes each person tick, you build a stronger, more engaged team.
So, the next time you’re about to tap someone for a promotion, pause and ask: “Is this what they really want?” The answer might surprise you—and it might just transform the way you lead.
Are you ready to start leading by design?