"I don't want to be the boss"...Refusing to get promoted. Why? [Anchor Report]

These days, companies have changed their view of 'man-year deputy manager' and 'man-year manager'.

It's an old saying to see someone who hasn't been promoted to an executive as a failure,

Now, the so-called 'deliberate unboxing' phenomenon of giving up promotions on one's own will is spreading.

Shall we take a look at what's going on?

'Intentional Unboshing', which refers to a tendency to deliberately delay or avoid promotions as much as possible.

If you are promoted to a certain position or higher, you will be subject to an annual salary system, increase pressure on personnel management, and lose your union membership, so it is better not to get promoted.

As a result, the right to refuse promotion and the right to refuse promotion are now emerging as important issues at the labor-management negotiation table of large corporations.

This voluntary refusal to be promoted is because the life cycle has been longer than in the past, making personal stability and retirement preparation important.As the saying goes,

'executive officers are temporary employees', it is better to be in a high-ranking position and work for the company stably until retirement from a lower place than to worry about renewing the contract every year.

In addition, the reason for the decline in the popularity of executives is that the benefits enjoyed by executives have decreased compared to the past and the responsibility has increased, such as being fired if problems such as poor performance occur.

However, this rejection of promotion is also occurring in MZ generation office workers who are far away from 'executive officers'.

In May last year, Job Korea asked 1,114 MZ generation office workers about their thoughts on promotion, and 54.8% of the respondents said they had no intention of getting promoted to executives.

For that reason, 43.6% of the respondents said, "The position of responsibility is burdensome," and not a few said, "I think it's impossible for executives to work-life balance."

They're also choosing realistic stability.

The problem is that more people give up promotions like this could weaken the competitiveness of companies.

If those who work motivated by promotion and take responsibility for it disappears, the vitality of the organization as a whole will be reduced and complacency will spread.

Amid criticism that the organizational structure should be reorganized to change the level of compensation based on performance and contribution
Companies are increasingly worried about the growing atmosphere of 'refusal to promote' as
approaches.