In the new landscape of work, a troubling trend has emerged: the “quiet promotion.” This is when a high-performing employee is given more work and greater responsibilities without a corresponding change in title or pay. While it might seem like a temporary solution for resource-strapped companies, this practice can lead to serious problems, ultimately harming both the employee and the organization.
According to a recent survey by Job Sage, an alarming 78% of employees have been quietly promoted, and 67% have had to take on extra work after a coworker’s departure. This isn’t just a minor inconvenience; it’s a recipe for burnout and a major blow to morale. Recognizing the pitfalls is the first step toward building a healthier culture.
One of the biggest issues is that quiet promotions effectively penalize your top performers. By rewarding their success with more work, you’re levying a “loyalty tax” that can quickly lead to resentment. To avoid this, leaders must ensure star players don’t become victims of their own success by rotating responsibilities and creating clear boundaries to protect their time and energy.
Furthermore, these new duties are often disguised as “opportunities” to step up, but without the necessary support, resources, or authority to succeed. This can leave employees feeling overwhelmed and set up for failure. A better approach is to turn these moments into structured growth opportunities, with clear milestones, regular check-ins, and a defined timeline for a formal promotion or pay adjustment.
When employees see their workload increase without explanation or reward, it also undermines trust and transparency. It sends a message that their time isn’t valued and their loyalty is taken for granted. To counter this, be transparent. Have an open conversation about why the role is expanding, how long it will last, and what they can expect in return. This sense of fairness is critical, as overburdening a few high-achievers while others coast can poison team dynamics. Regularly auditing workloads is not just a task. It’s a powerful retention strategy.
Ultimately, a culture built on invisible labor is unsustainable. Quiet promotions are a fast track to quiet quitting, as employees who feel exploited and unappreciated will eventually disengage. The most effective solution is to build a culture where recognition, responsibility, and reward are aligned. Make promotions formal, transparent, and celebrated, not a silent expectation. By doing so, you can create a more equitable and sustainable environment where your best employees can truly thrive.
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