This summary is taken from an article by RACHEL FEINTZEIG that published in the Wall Street Journal’s Personal Journal section.
Unfortunately, many of us take on management roles in pursuit of prestige, financial gain, or promotion, only to feel completely unable to handle all that comes with the job. It is not surprising that nearly one-fifth of managers would rather not be in charge of other people, given that they are now responsible for nearly three times as many employees as they were in 2017.
The bright side? You can resign from your managerial position without suffering a loss of income or power. In this way:
First, take stock of your priorities; think about what’s truly important to you, just like Okta’s engineering director Dennis Henry. Does it involve keeping your technical job, keeping your salary, or some other factor?
2. Have an open conversation with your employer regarding your transition goals. The trend of companies “unbossing” their workplaces suggests that your request could be in line with their overall objectives.
3. Suggest a different role: Explain how your experience could mesh well with a position that doesn’t require management. Hone in on your special abilities and the ways in which they can help the business.
4. Get ready for changes: When you’re transitioning, you might have to change the way you influence other people. More reliance on persuasion and arguments supported by evidence will be required in the absence of direct authority.
5. Think about your mental health: when asked about their experience with leadership roles, 40% of respondents in a 2024 SHRM survey reported a decline in their mental health. It might be good for your health if you took a step back.
Staying close to revenue-generating areas of the business and building your external reputation through speaking engagements or publications can help you maintain your value and avoid being seen as a demotion during the move.
Always put your strengths and happiness at work first. A Sterling Bay executive named Suzet McKinney discovered that managing people is more of a diversion from doing what you love.
You can discover a position that lets you give your all without the pressure of managing people if you think carefully about your alternatives and communicate well with your employer.