Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
More stories for you
The Great Unbossing: Over half of Gen Z professionals have expressed a strong reluctance to take on middle management roles.
This emerging workforce trend, known as “conscious unbossing,” marks a departure from the career trajectories favored by older generations.
New research conducted by the talent solutions firm Robert Walters highlights that 52% of Gen Z professionals are against becoming middle managers — viewing these roles as high stress with low rewards.
Instead, 72% of respondents say they prefer a more individualized approach to career progression, focusing on personal growth and the development of specific skills over supervisory responsibilities.
“Gen-Z are known for their entrepreneurial mindset – preferring to bring their ‘whole self’ to projects and spend time cultivating their own brand and approach, rather than spending time managing others,” Lucy Bisset, Director of Robert Walters North said. “However, this reluctance to take on middle management roles could spell trouble for employers later down the line.”
The survey shows that just 14% of Gen Z professionals find traditional hierarchical structures effective, compared to 30% who favor flat, team-based organizations. While 63% of professionals believe older generations place more value on middle management roles, only 20% think the same value is shared across age groups.
Recognizing the crucial role of middle managers, 89% of employers acknowledge their importance within the organization. To address Gen Z’s declining interest in these roles, employers are encouraged to rethink and innovate their management structures.
Workplace preferences from young demographics point to a future of work where traditional middle management roles could be redefined. If this trend persists it could lead to new leadership positions that emphasize collaboration, personal growth, and a different organizational structure. By prioritizing these Gen Z values, employers can bridge the generational gap and attract a new wave of talent ready to lead in innovative ways.
