McDonald’s CEO Chris Kempczinski recently posted a video on Instagram that has divided professionals across the country. In the clip titled “Tough Love with the McDonald’s CEO,” the 57-year-old executive delivered a blunt message: nobody cares about your career as much as you do.
“Remember, nobody cares about your career as much as you do,” Kempczinski told his nearly 50,000 Instagram followers. “So this idea that there’s somebody out there who’s looking out for you, who’s going to make sure that you get that opportunity, who puts you in the right thing—great if it happens—but at the end of the day, nobody cares more about your career than you do.”
The video, posted earlier this month, warns viewers that his advice might “hurt your feelings.” Kempczinski emphasized that professionals need to take complete ownership of their career trajectories rather than waiting for managers or mentors to open doors. His central point was clear: you have to make things happen for yourself.
The Instagram post has garnered thousands of views and hundreds of comments, with reactions ranging from enthusiastic agreement to sharp criticism. While some users praised the straightforward advice, others questioned whether such a message from a CEO earning $18.2 million annually resonates with workers earning minimum wage.
Why the timing matters
Kempczinski’s message arrives during a challenging period for young professionals. Gen Z workers are facing unemployment rates hovering around 11% for those under 25, according to recent labor statistics. The post-pandemic job market has created uncertainty around traditional career paths, leaving many early-career professionals struggling to gain footing.
Remote work and hybrid models have also transformed how people advance professionally. The days of casually chatting with higher-ups in the office hallway have largely disappeared, making it harder for younger workers to build visibility and relationships. In this context, Kempczinski’s emphasis on proactive self-advocacy might seem practical to some, but tone-deaf to others.
The CEO himself built his career through various twists and turns. After dreaming of becoming a professional soccer player in his youth, Kempczinski pivoted to business, starting by washing dishes at age 16. He worked his way through roles at major companies including Procter & Gamble, Kraft Foods, and PepsiCo before joining McDonald’s in 2015. He became CEO in November 2019.
His Instagram account regularly features career advice videos, covering topics like imposter syndrome, staying organized, and building a personal brand. This particular post, however, struck a nerve in ways his previous content hadn’t.
The backlash from labor advocates
Not everyone sees Kempczinski’s advice as helpful wisdom. Labor advocates have long argued that rising skill demands and widening social inequality present significant hurdles for career development, particularly for individuals in lower-income brackets who may lack access to necessary educational resources or training opportunities. An emphasis on individual effort can overlook these systemic barriers.
Critics view the advice as particularly problematic given McDonald’s 2024 profits exceeded $8 billion while median worker pay remains around $12 per hour. The contrast between a multimillionaire CEO telling workers to hustle harder and the reality of wage stagnation in the service sector has not gone unnoticed.
They point out that structural issues like limited access to quality education, lack of affordable childcare, and discrimination in hiring practices create obstacles that personal initiative alone cannot overcome. While Kempczinski’s journey from dishwasher to C-suite sounds inspiring, it may not reflect the reality for most frontline workers who lack the same access to opportunities, networks, and resources.
The company has also faced lawsuits and union organizing efforts over worker conditions, including allegations of low pay and limited advancement opportunities for frontline staff. This context makes Kempczinski’s advice about seizing opportunities feel disconnected from the experiences of many McDonald’s employees.
The case for self-advocacy
Despite the criticism, career development experts acknowledge that personal ownership plays a crucial role in professional growth.
The reality of modern workplaces often requires employees to advocate for themselves more vigorously than previous generations did. Annual performance reviews and passive career progression strategies frequently fall short in environments dominated by AI-driven hiring processes, gig economies, and rapid technological change.
Kempczinski encourages a “yes person” mentality in other Instagram content, advising professionals to embrace career twists and turns with curiosity. His view holds that waiting for stability or perfect opportunities often leads to missed chances. Being willing to take on challenging assignments, even unglamorous ones, can build the visibility needed for advancement.
This approach aligns with the experiences many successful professionals share. Taking initiative, seeking out stretch assignments, and actively managing one’s reputation within an organization remain valid strategies for career growth. The question becomes whether these strategies work equally well for everyone, or if they require a certain baseline of privilege and access.
Finding the middle ground
The truth likely sits somewhere between complete self-reliance and expecting others to chart your path. While mentorship and organizational support systems matter enormously, individuals do bear responsibility for their own career decisions and development.
Forward-thinking companies now implement structured mentorship programs that combine skill development, network building, and leadership cultivation. These programs recognize that while employees need to take initiative, organizations also have a responsibility to create environments where advancement is possible.
The most effective career development happens when personal ambition meets institutional support. Employees who wait passively for promotions will likely be disappointed. However, employees who work hard in systems that offer no real pathways to advancement will face equally frustrating outcomes.
Kempczinski’s message might resonate more if paired with acknowledgment of the structural barriers many workers face and the role employers play in creating genuine opportunities for growth. Similarly, critics of his advice might consider that personal agency remains an important factor in career success, even when systemic change is needed.
The viral video has sparked necessary conversations about work, opportunity, and responsibility in the modern economy. Whether you agree with Kempczinski or not, his words have highlighted the tension between individual effort and institutional support that defines career development today.
