The social contract between employers and employees is getting rewritten, and McDonald's (MCD) CEO Chris Kempczinski wants you to know the new terms aren't pretty.
In a recent Instagram video, Kempczinski delivered what he acknowledged would be uncomfortable advice: "Nobody cares about your career as much as you do." His point wasn't just motivational fluff. He was signaling that the days of employers actively managing your career path are largely over, and workers who sit around waiting for someone else to create opportunities are setting themselves up for disappointment.
The CEO emphasized that while help and opportunities might come from others, the fundamental responsibility for career advancement now sits squarely on each worker's shoulders. It's a shift from expecting an "employment deal" to embracing what amounts to career free agency.
The Vanishing Ladder
Kempczinski's message lands differently when you realize just how many workers are already feeling this change. According to Gallup's "American Job Quality Study" published on October 15, which surveyed more than 18,000 U.S. workers, one in four employees say they lack opportunities for career advancement. That's not a small number.
The structured career paths that once defined corporate America are dissolving across industries. And the outlook isn't exactly sunny. Job growth forecasts suggest further slowdown heading into 2026, with tariff pressures and broader labor market caution creating additional headwinds, according to Investopedia.
So workers are being told to own their careers at precisely the moment when traditional advancement opportunities are shrinking. Fun times.
Unions Offering What Companies Won't
Here's where things get interesting. While Kempczinski's message reflects the reality for most workers, there's a notable exception: unionized employees are actually securing the type of employment deals that are supposedly extinct.
Through collective bargaining, unions are negotiating exactly what individual workers can't: concrete wage schedules, job security provisions, and structured advancement tied to tenure. It's the old employment deal, just reached through a different mechanism.
Take the United Auto Workers' recent victory at GE Aerospace (GE). On September 19, union members ratified a five-year labor agreement covering employees at facilities in Ohio and Kentucky. This came after the IUE-CWA had already ratified a separate four-year contract, meaning two union agreements now govern GE Aerospace workers. The deal followed a strike and included negotiated wage progression schedules and job protections—the structured advancement that's becoming rare elsewhere.
Or look at Boeing (BA) defense workers in the St. Louis area, who ratified a five-year contract on November 13, ending a strike that began in August. The agreement delivered a $6,000 ratification bonus and wage increases totaling roughly 24% over the contract's life, according to union materials.
These aren't abstract concepts. They're tangible employment deals with clear terms, negotiated collectively rather than individually.
Two Parallel Realities
What we're seeing is a split labor market. Non-union workers are increasingly navigating a world where career ownership means going it alone, with fewer clear paths and less organizational support. Meanwhile, unionized workers are using collective power to maintain the structured relationships that used to be standard.
Kempczinski's advice might sting, but it's probably accurate for most workers today. The question is whether that represents an inevitable evolution or a choice companies are making—and whether more workers will decide the union route looks better when the alternative is career self-management in an increasingly uncertain environment.