Voting with one’s feet: Managerial jobs losing their luster

He had been with a wood veneer manufacturing company in northern Bac Ninh Province since its early days, watching it grow to nearly 80 employees. His role was primarily technical, with some managerial tasks thrown in.

As deputy manager, his salary would have increased by some 60% to VND20 million ($800), but he found the raise insufficient for the added workload and pressure. “While it might seem that I left because of the salary, the truth is I realized I was more suited to technical work than management, so I decided to part ways with the company,” the 32-year-old says.

Thanh Chung, 38, a sales employee at a real estate company in Hanoi, has repeatedly turned down offers to become a director, valuing the freedom and reduced pressure of his current role.

“Being an employee is much more liberating than being a department head or director, where you face time pressures and are accountable for your team’s performance,” he explains.

This is a growing trend. Recent surveys show a broader reluctance among professionals to pursue management roles.

A CoderPad survey found that 36% of tech employees do not aspire to become managers. Similarly, a 2023 survey by Canada-based Visier found that 62% of employees prefer not to take on managerial roles.

For many, taking on jobs with less responsibility has become a career goal. Hoa Nguyen, 41, of Hanoi’s Dong Da District has consistently avoided management roles at five different jobs over the past nine years.

“Although my current salary is 20-30% lower than what I could earn in a managerial position, it remains competitive due to my experience,” she says.

She spent years as the head of internal communications, facing pressure from all directions. The most exhausting part was preparing reports and conducting 360-degree evaluations. “Waking up every day to meetings and constantly receiving feedback from others is not for the faint-hearted.”

Hoa Nguyen (right) attends a career orientation event for students at Thuongmai University in 2020 while serving as a co-founder of a corporate management company. Photo courtesy of Hoa Nguyen

Often asked by friends and colleagues why she has not moved into a managerial role, she says it was not a rash decision but made after a careful evaluation of the pros and cons. While her salary is lower now, the difference in take-home pay is not significant because the opportunity costs of being a manager can be high.

“For example, as a boss, you cannot give the same wedding gift as an employee.” In return, her mental health has improved, with more time for her family and less anxiety and responsibility. “I only focus on my expertise now, and it feels like a weight has been lifted.”

Bui Doan Chung, founder of the Vietnam HR Community, says career development paths traditionally led either to becoming a top specialist or a manager. But the preference for remaining in specialist roles is on the rise, especially after the Covid-19 pandemic.

According to LinkedIn’s 2024 “Future of Recruiting” report, there is a growing emphasis on work-life balance across Southeast Asia, particularly among Gen Z. Career guidance expert Nguyen Viet Linh explains that this shift reflects a broader trend toward balancing work and personal life.

Organizations are adapting to these changes, offering more flexible roles that require a blend of skills. As a result, professionals often alternate between being employees and managers depending on the project or role.

“Becoming a skilled employee rather than a manager will become a trend, but it won’t grow rapidly as it is just one of many career choices available,” Linh says.

While the preference for non-managerial roles is gaining momentum in creative and tech-driven industries, this shift is slower in traditional sectors like education, healthcare and manufacturing. As workplaces continue to evolve, employees must adapt to new demands such as multitasking.

Since transitioning into management is often unavoidable, having a clear career development plan and proper training becomes essential for both employees and businesses. Regardless of whether one seeks management positions, financial rewards or more time for family, it is important to choose a role that aligns with personal strengths.

Linh says advancements in measuring human abilities now offer tools to guide individuals in identifying the best career path, helping them make more informed decisions for their future.

“And whether you make the right or wrong choice, don’t be too hard on yourself or lose heart. A career is a long journey full of experiences, and often we have to learn from our own mistakes.”

Hoa is now content as an employee and emphasizes that being a “good employee” requires skills, especially understanding your position.

Chung plans to build his personal brand and become a key opinion leader (KOL) in real estate, but currently prioritizes the freedom of being an employee over a managerial promotion.

Phong, is now a technician at a car dismantling workshop in Taiwan, has repeatedly declined management roles. “As a skilled worker, my value is on par with managers, without the mental strain beyond work hours,” he points out.

He says his annual income of VND650 million is the fourth highest among 30 employees. “I follow the ‘lying flat’ philosophy’. I’m content with my life and have no desire to push for further breakthroughs.”