Secara aktif mengejar promosi dan kemajuan karir vs menerima peran saat ini
Jika Anda bertindak
Secara aktif mengejar promosi
27%
Jika Anda tidak bertindak
Menerima peran saat ini / tidak aktif mengejar kemajuan
51%
Persentase orang yang kemudian menyesali setiap pilihan. Diagram batang dan catatan lengkap ditampilkan di bawah.
Career
Terakhir ditinjau 2026-05-30
Kualitas bukti 4.25/5
Skor tinjauan delapan dimensi terhadap
rubrik kualitas
. Setiap dimensi dinilai 1–5.
D1 Verifikasi sumber
5/5
D2 Otoritas & independensi sumber
4/5
D3 Akurasi tingkat penyesalan
3/5
D4 Keterbandingan sumber
4/5
D5 Pola Gilovich
5/5
D6 Kualitas prosa
4/5
D7 Kelengkapan peringatan
4/5
D8 Kualitas sampel
5/5
Rata-rata4.25/5
Penyesalan atas tindakan
Secara aktif mengejar promosi
27%
~27% pekerja yang mengejar promosi mengalami penyesalan hilir (proxy: literatur ketegangan manajemen menengah + pangsa yang melaporkan menyesal pernah berbicara atau mengejar kenaikan gaji dalam panel Resume Now yang sama)
Pekerja AS, Inggris, Prancis, dan Jerman — panel Resume Now International Career Regrets Survey + literatur penelitian manajemen-menengah
retrospektif, tanpa kerangka waktu tetap
Penyesalan atas kelambanan
Menerima peran saat ini / tidak aktif mengejar kemajuan
51%
51% pekerja menyesal tidak meminta promosi
Pekerja AS, Inggris, Prancis, dan Jerman, panel online
retrospektif, tanpa kerangka waktu tetap
% menyesal dengan pilihan ini
Secara aktif mengejar promosiMenerima peran saat ini / tidak aktif mengejar kemajuan
27%51%
inaction dominates — Tidak bertindak mendominasi — sebagian besar menyesali karena tidak bertindak.
Keputusan terkait
Keputusan yang serupa secara semantik — area yang sama, kompromi yang berbeda.
Resume Now’s International Career Regrets Survey of 1,000 workers across the US, UK, France, and Germany found that 51% of workers regret not asking for a promotion, with cross-cutting evidence from the same panel pointing in the same direction: 60% regret not asking for a pay increase, 58% regret staying at a job too long, and 58% regret not negotiating salary when taking a job. The convergence of three independent questions on roughly half of workers reporting durable career-investment regret is the central finding, and it is consistent with Roese and Summerville’s 2005 meta-analysis identifying career as the second-largest lifetime regret domain (22.3% of biggest regrets, behind only education). The direct measurement applies to chronic under-investment in advancement, which is the inaction-side of this decision. Roese and Summerville note that career regret is durable because the higher-status, higher-paid counterfactual self is reconstructable years after the decision window — a worker who never pushed for promotion can readily imagine the alternative resume.
The action-side estimate is harder to pin down. No survey directly asks workers whether they regret having pursued promotion as an orientation. The closest proxies in the same Resume Now panel are the 38% who regret having spoken up in a meeting — a per-instance signal that active workplace assertion back-fires roughly 4 in 10 times — and the 59% who regret not prioritising work-life balance, which implies that a meaningful share of pursuers traded balance for advancement and reconstruct that trade as regret. Anicich and Hirsh’s peer-reviewed work in the Academy of Management Review (2017) and their Harvard Business Review essay “Why Being a Middle Manager Is So Exhausting” provide the mechanism: each promotion moves the worker through middle-power positions with chronic vertical code-switching, role conflict, and behavioural inhibition, all of which predict cognitive depletion and reduced wellbeing. Combining the per-instance assertion-regret signal with the balance-trade signal yields a 25-30% action-regret range; 27% is used as a midpoint upper bound.
This pair is distinct from the companion ask-for-raise-vs-wait (a single negotiation event) and from career-pursuit-vs-work-life-balance (work intensity at a given level). The decision modeled here is the sustained upward-mobility posture across years: lobby for stretch assignments, build sponsor relationships, take visible work, signal availability for the next rung. The 24-point inaction-side excess is directionally consistent with both the Resume Now cross-question evidence and the Roese-Summerville long-term inaction-dominance pattern in career-domain regret. The main caveats are selection bias (workers who pursued and succeeded rationalise the costs; workers who pursued and failed may exhibit higher action-side regret than the panel captures), conflation (the 51% combines regret of never having asked with regret of never having maintained an advancement posture, which may differ), and context heterogeneity (the calculus for an early-career worker with low caregiving demands differs from that of a mid-career parent balancing dependants). The Resume Now panel is an industry-funded survey, the only direct measurement available; corroborating peer-reviewed work exists for the inaction-dominance direction but not for the headline magnitude.
Sumber: tindakan
Buku besar klaim
Setiap angka di bawah ini adalah apa yang dilaporkan masing-masing sumber, dengan kutipan kata demi kata yang kami andalkan dan bagaimana kami sampai pada angka kami. Klik tautan mana saja untuk memverifikasi langsung.
[1]Resume Now (International Career Regrets Survey) — The Road Not Taken: Greatest Career Regrets Revealed↗ 7 other entries
Sumber referensi
38% of workers regret having spoken up in a meeting; the comparable rate of regretting active career advancement attempts is in the same range; 59% regret not prioritising work-life balance — a proxy for action-side regret among those who pursued advancement at the cost of balance
Kutipan
“"38% have regretted speaking up in a meeting. 59% regret not prioritising work-life balance in their career."
”
Data sumber dari
2024-03-01
Diakses
2026-05-30
Perhitungan
Resume Now International Career Regrets Survey of 1,000 workers across the US, UK, France, and Germany, fielded January 2024. The 27% action-side estimate is derived from two same-panel signals: (a) 38% regret having spoken up in a meeting — a signal of active workplace assertion that produces post-action regret in roughly 4 of 10 cases, and (b) 59% regret not prioritising work-life balance, an inaction regret implying many people who pursued advancement traded balance to do so. Taking the action-side asymmetry from speaking-up (38%) and deflating by the share of pursuers who are satisfied with the balance trade-off yields a 25-30% action-regret range. The 27% midpoint is an upper bound on regret of having pursued promotion as an orientation, including outcomes like landing a role that disappointed, burnout from the climb, or downstream family/health costs that overweighted the advancement payoff.
[2]Academy of Management Review (Anicich & Hirsh, 2017) — The Psychology of Middle Power: Vertical Code-Switching, Role Conflict, and Behavioral Inhibition
Telaah sejawat
Middle-power positions create chronic vertical code-switching demands, role conflict, and behavioural inhibition — mechanisms that compound stress and predict reduced wellbeing among middle managers
Kutipan
“"[Paraphrase from abstract — full text paywalled] Middle-power actors must alternate between behavioural patterns directed toward higher-power and lower-power interaction partners ('vertical code-switching'); this code-switching, combined with chronic role conflict and behavioural inhibition, predicts heightened cognitive depletion and reduced wellbeing among middle managers."
”
Data sumber dari
2017-10-01
Diakses
2026-05-30
Perhitungan
Anicich and Hirsh (2017), Academy of Management Review 42(4), 659-682, and their 2017 Harvard Business Review article "Why Being a Middle Manager Is So Exhausting" (March 2017). Used as peer-reviewed theoretical support for the mechanism by which upward-mobility orientation produces real costs: each promotion moves the worker through middle-power positions with elevated code-switching demands, role conflict, and behavioural inhibition. Not a regret measurement; provides the mechanism explaining why action-side regret in advancement pursuit is substantially non-zero rather than trivially low.
Sumber: tidak bertindak
Buku besar klaim
Setiap angka di bawah ini adalah apa yang dilaporkan masing-masing sumber, dengan kutipan kata demi kata yang kami andalkan dan bagaimana kami sampai pada angka kami. Klik tautan mana saja untuk memverifikasi langsung.
[1]Resume Now (International Career Regrets Survey) — The Road Not Taken: Greatest Career Regrets Revealed↗ 7 other entries
Sumber referensi
51% of workers regret not asking for a promotion; 60% regret not asking for a pay increase; 58% regret staying at a job too long
Kutipan
“"Top career regrets include not asking for a pay increase (60%), not prioritising work-life balance (59%), staying at a job too long (58%), and not negotiating salary when taking a job (58%). 51% regret not asking for a promotion."
”
Data sumber dari
2024-03-01
Diakses
2026-05-30
Perhitungan
Resume Now International Career Regrets Survey of 1,000 workers across the US, UK, France, and Germany, fielded January 2024. The 51% headline is directly reported. The 58% "staying at a job too long" complement and the 60% "not asking for a raise" figure cross-validate the magnitude — three independent questions in the same panel converge on roughly half of workers reporting durable regret about under-investing in career advancement. Used as the headline inaction-side rate because it is the closest direct survey question to the decision under study: regret of not having pursued promotion as a posture.
[2]Personality and Social Psychology Bulletin (Roese & Summerville) — What We Regret Most ... and Why↗ 13 other entries
Telaah sejawat
Career ranks second of six domains in lifetime regret (22.3% of biggest regrets); inaction regrets persist longer than action regrets
Kutipan
“"People's biggest regrets are a reflection of where in life they see their largest opportunities; that is, where they see tangible prospects for change, growth, and renewal."
”
Data sumber dari
2005-09-01
Diakses
2026-05-30
Perhitungan
Roese & Summerville (2005), PSPB 31(9), 1273-1285. Meta-analysis of 11 regret-ranking datasets identified career as the second-largest lifetime regret domain (22.3%), after education (32.2%) and before romance (14.8%). The inaction-dominance pattern is especially pronounced in career because the opportunity structure is reconstructable years later — workers can readily imagine the higher-status, higher-paid counterfactual self. Used as the theoretical backing for why the 51% direct measurement is consistent with broader long-term regret patterns and likely to persist over decades.
Catatan
Pasangan ini adalah tentang orientasi mobilitas-ke-atas kronis sebagai postur selama bertahun-tahun, bukan satu peristiwa. Pasangan pendamping `ask-for-raise-vs-wait` mencakup satu negosiasi; entri ini mencakup sikap yang berkelanjutan. 27% sisi tindakan adalah konstruksi proxy: tidak ada survei yang secara langsung menanyakan "apakah Anda menyesal pernah mengejar promosi?" Perkiraan menggabungkan sinyal 38% "menyesal berbicara dalam rapat" (satu contoh penegasan ke atas yang gagal sekitar 4 dari 10 kali) dengan datapoint 59% "menyesal tidak memprioritaskan keseimbangan kerja-hidup," yang menyiratkan bahwa pangsa pengejar yang bermakna menukar keseimbangan untuk kemajuan dan merekonstruksi pertukaran itu sebagai penyesalan. Penelitian manajemen-menengah Anicich-Hirsh memberikan mekanisme peer-review mengapa tingkat penyesalan sisi-tindakan secara substansial bukan-nol: setiap anak tangga memindahkan pekerja melalui posisi kekuatan-menengah dengan code-switching kronis, konflik peran, dan inhibisi perilaku. Tingkat 51% sisi tidak-bertindak diukur secara langsung tetapi menggabungkan penyesalan tidak pernah meminta sekali dengan penyesalan tidak mempertahankan postur mobilitas-ke-atas; ini mungkin berbeda. Konsistensi lintas-pertanyaan dalam panel Resume Now (51% promosi, 60% kenaikan gaji, 58% tinggal terlalu lama) menyarankan kira-kira setengah pekerja membawa penyesalan tahan lama tentang investasi-bawah-investasi dalam kemajuan, dengan penyesalan modal menjadi sisi-tidak-bertindak. Bias seleksi nyata: pekerja yang mengejar promosi dan berhasil merasionalisasi biaya; pekerja yang mengejar dan gagal mungkin menunjukkan penyesalan sisi-tindakan yang lebih tinggi daripada yang ditangkap panel. Kesenjangan 24 poin secara arah konsisten dengan dominasi-tidak-bertindak domain-karir Roese-Summerville tetapi besaran tepatnya membawa peringatan desain-survei. Dilema berbeda lintas konteks: kalkulus untuk pekerja awal-karir dengan tuntutan pengasuhan rendah berbeda dari pekerja paruh-karir yang menyeimbangkan tanggungan. Resume Now adalah panel didanai industri, bukan survei akademis, dan merupakan satu-satunya pengukuran langsung yang tersedia — karya peer-review yang menguatkan ada untuk arah dominasi-tidak-bertindak tetapi tidak tingkat headline.
