More Americans are burnt out from fake career growth with no raises. Here’s how to fight ‘ghost growth’

You’ve heard about “quiet quitting,” where employees do exactly their job role and nothing more, and “ghost jobs,” where companies post job openings they never plan on filling, but have you heard about “ghost growth”?

Many employees are noticing it — and career experts say organizations need to take it seriously or risk losing key talent.

Nearly two out of three U.S. employees say they’ve faced what’s known as ‘ghost growth,’ according to a survey by My Perfect Resume. (1) The term refers to career advancement that looks good on paper but fails to deliver in terms of pay, promotion, or meaningful responsibilities.

According to the survey of 1,000 employees:

• 65% say they’ve experienced ghost growth.

• 53% say their career appears to be growing, but doesn’t feel like it.

• 49% say they are in a career plateau, and their company tries to mask it with superficial opportunities.

For many, that sense of false advancement is leading to frustration, burnout, and even resignations. Nearly 70% of workers said they’ve considered quitting because of ghost growth.

Career expert Jasmine Escalera defines ghost growth as “success on paper” without real benefits. Employees take on more work, added responsibilities, and sometimes even public recognition but without the pay, title, or long-term career advancement to match.

“They’ll give you something to make you feel content and to stick around,” Escalera told CNBC (2), “but they won’t actually give you the title to represent the work that you’re doing or the pay to represent the additional work that you’re taking on, or even the career progression you’re looking for.”

The consequences go beyond annoyance. The survey found that one in four workers feel frustrated by ghost growth, and about 20% report feeling burned out. Workers said what they truly want are tangible rewards like higher pay, better work-life balance, or leadership roles.

Without those outcomes, Escalera warns, employers risk having employees “check out” at work or leave altogether.

The rise of ghost growth is in tandem with a cooling job market. U.S. companies cut 32,000 jobs in September, according to payroll processor ADP, signaling that hiring opportunities are shrinking. (3)

That puts employees in a bind: on one hand, they’re carrying more responsibility without compensation. On the other, they may feel hesitant to push back or leave their jobs when finding a new job can be challenging.

“Superficial growth is a recipe for disaster,” Escalera says, noting that employees who aren’t recognized for their contributions eventually disengage or leave altogether.

But for many workers, the timing feels complicated.

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Even in a weak labor market, employees can take steps to protect themselves and push for real advancement. If you’re facing ghost growth, here are the steps you can take to move your career forward:

Have an honest conversation with your manager about your career goals. Ask for a documented plan that outlines specific milestones, training opportunities, or projects tied to promotions or raises.

If you’re taking on more responsibility, come prepared with a case for why your contributions merit higher pay. Bring metrics, examples of added value, and comparisons to industry benchmarks.

Not all growth is upward. A lateral move to another team or department could help you build new skills and escape a stalled role. This may set you up for stronger opportunities down the line.

If your manager can’t commit to a real plan, it may be time to look elsewhere. That said, given the softening labor market, weigh the risks carefully. Updating your resume and networking now can prepare you for when conditions improve, even if you don’t make a move immediately.

Ghost growth may look like advancement from the outside, but employees know when they’re being placated. As Escalera puts it: “It can’t just be, ‘Here’s a bunch of work we want you to do,’ and a pat on the back. That’s not enough.”

For workers, the challenge will be balancing the need for recognition with the realities of a tougher job market. For employers, the message is clear: provide meaningful growth opportunities — or risk losing talent to the company that does.

We rely only on vetted sources and credible third-party reporting. For details, see our editorial ethics and guidelines.

My Perfect Resume (1); CNBC (2); ADP Research (3).

This article provides information only and should not be construed as advice. It is provided without warranty of any kind.