Microwave Time: Gen Z Climbing the Corporate Ladder
Have you seen the memes from Gen Z on social media featuring a young employee asking for a raise or promotion, only for their manager to respond with, “How about a pizza party instead?” As a newly 26-year-old Gen Zer navigating corporate America, I can say with certainty—this meme isn’t just a joke. It’s a reality I, and many of my peers, deeply resonate with.
Gen Z is the first generation to grow up with technology at our fingertips. We learned to read on computers, got our first cell phones at younger ages than any previous workforce generation, and have always had instant access to information. We don’t have to wait for test results when they’re graded online in seconds, and every year, a new iPhone comes out, faster than the last.
We’ve grown up in a world of instant results—so why should career progression be any different? If we have the skills and are already performing the tasks of the next role, why should we have to wait years to climb the corporate ladder?
According to a Forbes survey, 76% of Gen Z employees expect a raise within their first year of employment. I wasn’t polled, but I wholeheartedly agree. Why? Because I, like many others, have spent that first year demonstrating my value and exceeding expectations.
Working in marketing today is vastly different from 20 years ago. Job postings for a Social Media Coordinator now require skills in content creation, social media management, videography, photography, Adobe Suite, SEO, website development, TikTok strategy, and more. What used to be multiple roles is now crammed into one job description—without the title or compensation to match.
As someone in marketing who has juggled all these responsibilities, I believe that after a year of proving my expertise and driving results, I should have the opportunity to advance faster than my predecessors.
That’s where the phrase “Microwave Time” comes in.
A former boss once told me that my generation expects to be promoted just for doing our jobs. To that, I say—yes. If I’m excelling at my work, taking on additional responsibilities, and performing at a higher level than my predecessor, why shouldn’t that warrant a promotion? Experience should be measured in impact, not just in years.
Yet, when I ask about advancement, I often hear the same generic response:
“You need more years of experience before we can consider you for this role.” My response?
If I’m expected to do the work of multiple roles and do it well, why can’t I be promoted? In an economy where the cost of living keeps rising, it’s not sustainable—or fair—to expect employees to take on increasing workloads without proper recognition and pay. And when we apply for higher roles, we’re rejected due to a lack of years—not a lack of ability.
So, I leave you with this thought: Gen Z has adapted to a rapidly changing workforce, shaped by everything from evolving technology to a global pandemic. Our skills and adaptability often outpace the traditional idea of career progression. Shouldn’t promotions be based on performance rather than outdated timelines?
About The Author
Rachon Lucio is the Creative Content Developer at XYZ University. He has years of experience in marketing, public relations, and social media.
Sources:
ADP Research - Look who got promoted! (No, it’s not mom or dad)
Fast Company - The rise of Gen Z: Embrace the digital generation