05 Mar Middle Management is Not a Popular Career Choice for Gen Zs

What is Conscious Unbossing

Just as workplaces have evolved in recent years, workers’ expectations and aspirations have, too. Younger professionals are rejecting traditional career paths, specifically middle management roles. Generation Z (Gen Z) respondents to a survey by global recruitment company Robert Walters shared that middle management roles “are too high stress with low reward.” Instead, Gen Z workers said they’d rather focus on meaningful work, be collaborative and achieve work-life balance. This intentional avoidance of management roles is called conscious unbossing. Over half (57%) of U.S. Gen Z workers aren’t interested in becoming middle managers. Instead, 60% opt for an “individual route to career progression over managing others.”

The Pros and Cons of Conscious Unbossing

Younger professionals aspire to be the go-to experts without dealing with the emotional pressures and administrative work of middle management. They’d rather be recognized for their knowledge and contributions than for their hierarchical position.
This alternative approach may have the following workplace benefits:

• Increased innovation and creativity—New generations entering the workforce can bring fresh perspectives and innovative solutions, and Gen Z is no different. Their willingness to challenge traditional norms can lead to creative problem-solving.
• Strong team dynamics—Gen Z’s collaborative nature can enhance team dynamics and foster a supportive work environment.
• Enhanced employee well-being—Prioritizing personal growth and well-being can lead to a healthier, more satisfied workforce. Gen Z’s approach encourages a culture that values mental health and work-life balance, which can reduce burnout and increase overall job satisfaction.

Yet, there are also potential drawbacks or challenges to consider:

• Potential leadership gaps—With fewer Gen Z workers interested in stepping into middle management roles, organizations may face gaps in team development, decision-making and operational consistency.
• Role ambiguity—As workplace hierarchies flatten, employees and managers may face unclear boundaries around authority and accountability, which could result in confusion and inefficiency.

Younger workers may redefine what it means to lead in the modern workplace. The bottom line is that even though younger workers may not want to climb the traditional career ladder, they still want growth and to lead. Discuss your career aspirations with your manager.