New workplace trends reveal a shift away from the traditional career ladders
New workplace trends are indicating that employees are moving away from the traditional career ladder, making it even more challenging for employers to fill leadership gaps in their workforce.
KickResume is bringing attention to new workplace trends called "job-dropping" and "unbossing," both of which show that employees are increasingly turning down opportunities for promotion.
Job-dropping refers to employees' rising preference for less demanding roles at work, leading them to reject promotions and find jobs with fewer responsibilities and pressure.
"Unbossing," similarly, refers to Gen Z employees' move away from management roles in their pursuit of flexibility and work-life balance over added responsibility.
"While we often call it a 'career ladder,' people's progression isn't always so linear," said Peter Duris, CEO and co-founder of Kickresume.
"While a promotion and a bigger title might often be associated with success, lots of people are making decisions for their own wellbeing that might look, from the outside, like a step down."
What's behind job-dropping?
According to Duris, job-dropping happens for a variety of reasons that are inside and outside the workplace.
"This could be because they've realised they don't enjoy management and would rather go back to being an individual contributor, or because of pressures outside of work," the CEO said.
"In our recent survey of parents' experiences, we found that 29% of parents said that since having children, they were now looking for a less demanding role."
Mental health is also a factor, with a separate Kickresume poll showing that 70% of employees would prioritise their mental wellbeing over a job with high pay.
Another 72% in the poll revealed they had either left a job for the sake of their mental wellbeing, or had considered doing so, according to Duris, citing the separate mental health report.
'Unbossing' among Gen Zs
Meanwhile, Gen Zs' rejection of getting promoted stems from their priorities being work-life balance over the traditional rewards of increased responsibility.
"Gen Zers are increasingly choosing not to pursue promotions—particularly those leading to middle management roles," Duris said. "There's a clear shift toward flatter, more collaborative team structures, and a growing interest in developing specialist skills."
The rise of "unbossing" also comes amid the growth of portfolio careers, where individuals juggle multiple roles and income streams.
"In that context, committing to a management position within a single organisation can feel like putting your eggs in one basket," Duris added.
Challenge for employers
The lack of employees wanting to get promoted can result in leadership gaps in organisations, Kickresume warned.
To address the problem, Duris suggested that employers struggling to fill leadership roles may need to rethink how these positions are perceived internally.
"If management is associated with longer hours and higher stress, it's no surprise employees are reluctant to step up," Duris warned.
Leadership roles should also offer clear benefits, which include either pay, stronger support, or genuine autonomy, according to the Kickresume CEO.
"Flexibility is also key," he said. "Giving employees more control over how their role evolves can make progression feel more appealing, particularly for those who want to build specialist skills rather than move into traditional management."
Duris said businesses may benefit from adopting flatter structures, where specialists collaborate instead of operating within "rigid hierarchies."
"While this is easier in smaller teams, larger organisations can apply the same approach at a departmental level to make progression more attractive," the CEO advised.
