Why Do Seniors Step Away ? | 매거진에 참여하세요

We’ve all heard the lines in the workplace:

“If I don’t get promoted this time, I might as well leave.”
“He’s been a senior manager forever.”

I once took an HR leadership course where the instructor said something that hit me like a truck:

“Your productivity peaks in your early 40s. But your salary keeps rising linearly. At some point, your pay surpasses your output. That’s when you’re transitioned—out of hands-on work and into management.”

Wait, what? I thought I was on a never-ending growth curve. Wasn’t I the “always improving” type?

Turns out, that’s not how human productivity actually works.

When Does Productivity Peak? Late 30s to Early 40s

Numerous studies agree: productivity typically rises sharply from the late 20s and hits a plateau in the early 40s.

For example, a study from the University of Quebec found that scientists’ productivity increases around age 28 and peaks near 40. This isn’t just biological—it’s the result of accumulated experience, refined skills, and learned judgment.

• In your 20s: You’re learning the ropes.

• In your 30s: You start turning skills into results.

• Early 40s: It all converges—experience, competence, and maturity. This is the so-called "golden age" of your career.

Post-40 Plateau: You’re Not a “Growth Character” Anymore

Once you hit your mid-40s and beyond, productivity tends to level off—or even decline.

A report from Budget Office points out that productivity rises sharply only up to the mid-40s. After that, it stabilizes or falls.

Why?

• Declining physical energy: Harder to focus deeply for long hours.

• Slower tech adaptation: Keeping up with rapid digital changes becomes more difficult.

• Increased role complexity: Senior tasks are less measurable and may produce less tangible output.

Meanwhile, salaries keep going up. From a company’s perspective, this imbalance makes hands-on roles inefficient for senior staff. So the logical move? Transition them into management—where experience is leveraged, not output.

But this isn’t just a downward spiral. It’s a pivot.

Management Is the Default—But Not the Only Path

For workers in their late 40s and 50s, staying in purely operational roles can be tough. Expectations stay high, but output may not keep up. On the other hand, these employees carry wisdom, composure, and organizational insight that make them perfect for leadership.

• - Organizational Insight: Experience helps them navigate complex dynamics with better judgment.

• - Mentorship: They can pass on know-how and soft skills to younger employees.

• - Crisis Management: They often shine in long-term planning and tough decision-making.

That’s why many companies actively guide senior staff into leadership positions—with programs focused on soft skills, communication, and strategic thinking.

And yes, higher pay often means managing more people, bigger teams, and more impact.

But What Happens When AI Joins the Team?

Here’s the twist.

AI is now transforming work itself. It automates repetitive tasks and enhances productivity.

What if you could do more, not less, as a senior employee?

Thanks to AI tools, the line between execution and management is blurring. Some senior professionals are becoming what we might call “hybrid managers”—leading strategy while also staying hands-on.

• - You can now make decisions faster using AI-powered insights.

• - You can stay involved in execution without burning out.

• - You can earn more even without managing a large team.

The very roles we used to “graduate out of” may now be re-entered—with new tools and even better leverage.

The End of Hierarchies, The Rise of Hybrid Talent

In the past, climbing the ladder meant leaving hands-on work behind.

Junior staff did the work; seniors made the calls. But that model is breaking down.

Fewer entry-level hires, flatter teams, and leaner orgs mean we can’t always “hire down” to support senior staff. Instead, we now look to do more with less.

• AI allows one person to do what three used to.

• Seniors need to prove they can still contribute meaningfully—often by staying operational.

• Management isn’t disappearing—but it’s changing.

In this new world, productivity means doing what matters most at your current stage.

• In your 30s: Focus on technical expertise and direct impact.

• In your 40s and beyond: Leverage your experience for team growth, long-term planning, and hybrid contribution.

Final Thoughts: 40s Are Not the End, They’re a New Beginning

This isn’t a story about decline. It’s about reinvention.

AI and other technologies are redefining how work gets done—and who does it.

If you’re in your 40s or 50s, your career doesn’t have to pivot away from hands-on work.

It can evolve into something richer, smarter, and more sustainable.

The key?

Reframe your value not just as a doer or a manager—but as a bridge between the two.

When you combine strategic thinking, mentoring, and AI-assisted execution, you’re not stepping away from work.

You’re stepping into the future of it.