promotion: Employee got promoted with a big raise, then realized the old job was better – gets valuable management lessons

A career promotion is often seen as the ultimate validation of hard work and considered as a milestone — a sign that you’re progressing, growing, and doing “the right thing” professionally. But what happens when that long-awaited career upgrade turns into a source of regret rather than pride?

A recent post on Reddit’s career guidance community has sparked discussion after a professional candidly shared their struggle with a promotion that looks great on paper but feels intensely wrong in reality.

From Recognition to Regret

The individual had done everything right, worked hard, earned trust, and received a promotion from senior analyst to team lead. On the surface, it seems to be like a success story.

“I got promoted from senior analyst to team lead back in August and everyone was congratulating me, my parents were so proud, etc. The pay bump was nice (about 18k more) and I already had some money saved up so it’s not like I desperately needed it. But here’s the thing.. I absolutely hate it.”

Despite the financial advantages and external admiration, the emotional reality told a very different story.

Losing the Joy of Real Work

Before the promotion, the position was a great fit-focused, engaging, and balanced.”My old job was perfect for me. I could focus on the actual work, solve problems, leave at 5pm most days.”

That change dramatically faded after stepping into transition.

“Now I spend like 60% of my time in meetings, dealing with interpersonal drama between team members, doing performance reviews, and just babysitting grown adults.”

What once felt energizing had been substituted by administrative overload and people management.

When Advancement Means Giving Up What You Love

The change wasn’t just about time, it was about identity.

“I barely do any real analytical work anymore which was the part I actually enjoyed.”

Along with that loss came intensified pressure.

“The stress is also way worse. I’m responsible for other peoples mistakes now and my manager (who used to be my peer) constantly throws me under the bus when things go wrong.”

The promotion altered not only responsibilities, but workplace dynamics and accountability.

The Hidden Cost on Mental Health

Over time, the impact started spilling into personal life.

“I’ve started having trouble sleeping and my partner says I’m way more irritable at home.”

The contrast between past and present became impossible to dismiss.

“I keep thinking about my old role and how much I genuinely looked forward to going to work back then.”

The Big Question: Is Stepping Back Impacts Career Growth?

Faced with elevating stress, the individual started questioning the unspoken rule that promotions must always be accepted and endured.

“Has anyone ever asked to step back down from a promotion? Would this completely destroy my reputation and future opportunities?”

The internal conflict was intense.

“Part of me thinks I should just tough it out because ‘that’s what you’re supposed to do’ but another part of me is like why am I making myself miserable for a title I didn’t even really want Would love any advice from people who’ve been in similar situations”

This story resonates with several professionals because it emphasizes a common but rarely discussed truth: career progress doesn’t always align with personal strengths or happiness. Moving into leadership often substitutes hands-on work with meetings, conflict resolution, and accountability for others, responsibilities that not all find fulfilling.

Management vs Individual Contribution: Two Very Different Jobs

The post rapidly drew responses from professionals across industries, several pointing out that excelling in a technical or analytical position does not automatically change into being a good manager.

One user commented:

“Management and individual contribution are completely different skill sets. I’ve seen great ICs become awful managers and I’ve seen low performing ICs become great managers.”

Another commenter indicated a direct but thoughtful approach when talking about leadership:

“I would partner with your manager (or his/her manager) and express it exactly like this: you don’t feel as fulfilled in this role as you did in the previous role and it doesn’t feel like a good fit right now. Explain that you want to stay with the company but that this position doesn’t seem like the best option for doing so, and that you want to build your skills in-role in your previous role. They should respect your wishes. If not, then keep the job for now and look for senior analyst roles elsewhere in the meantime.”

The IC Career Growth Problem

The debate also exposed recurring concerns for professionals who enjoy being individual contributors and have less interest in people management.

One commenter said:

“so as someone who is an IC and is perfectly happy to stay there my whole life and has no interest in management. How do you grow your career? How do you deal with the constant pushing from people above you to go for promotions which are management? How do you earn more when theres almost no higher IC roles in your industry, and those that do exist are extremely competitive and only pay slightly more?”

Others raised practical challenges about organizational structure:

“Is your old role still open? If it’s been backfilled that puts the company in a weird spot. I’ve had this happen on my team and it resulted in losing a really good engineer. Kind of the risk you take with accepting a promotion.”

Will Stepping Back Ruin a Career? Opinions Are Split

Some managers stated stepping back should not automatically harm future growth.

“As for future opportunities, assuming they can put you back in your old role it really shouldn’t be an issue. Also what opportunities would you be worried about missing out on? Sounds like climbing management ranks isn’t what you want anyway. As a manager, I would have nothing but respect for someone who recognized that they weren’t happy and just wanted to take a step back. That person knows what they like and you can be reasonably sure they’ll be happy and a good performer in their old role.”

However, others stated cautionary tales:

“I did this and even fully trained and promoted my replacement in order to go back to my old position. Everything seemed great and had the blessing of upper management or so I thought, until they fired me the day after handing him the keys. I was a stellar performer and well liked by the team that I managed to great success. Didn’t matter. None of it did. It was seen as a betrayal or some kind of slight by the big boss. And just like that after all I did for them, and it was a lot, I was out on my fucking ass at the beginning of one of the worst economic downturns ever. I’d advise against it.”

Another user highlighted that outcomes rely heavily on workplace culture:

“This will be highly dependent on your organization and your local management. A good boss will understand and do their best to accommodate you, especially if you were a high performing IC. But it will have at least a temporary impact to your reputation. I would consider what your job prospects look like outside of your current company. If you feel reasonably certain you can find another job if things go poorly, then it’s worth approaching this issue with your manager. If you don’t believe it will go well, your best bet is probably to take your time and seek a new IC role at another company.”

FAQs

Q1. Is it normal to regret a promotion?
Yes, several professionals feel regret after realizing the new position doesn’t match their strengths. Promotions often alter daily work more than expected.

Q2. Are management and individual contributor roles very different?
Yes, they need distinct skill sets and mindsets. Success in one doesn’t guarantee success in the other.