52% of Gen Z shuns stressful middle management: Robert Walters survey
NEW YORK, UNITED STATES — Generation Z is increasingly turning away from traditional middle management roles, opting instead for individual contributor positions or entrepreneurship.
This trend, dubbed ‘conscious unbossing,’ reflects a changing attitude towards career progression and work-life balance among young professionals.
“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,” said Lucy Bisset, Director of Robert Walters North.
“However, this reluctance to take on middle management roles could spell trouble for employers later down the line.”
The numbers behind the trend
A recent survey by recruitment firm Robert Walters reveals that 52% of Gen Z professionals do not want to be middle managers, with 72% preferring to advance as individual contributors.
While only 16% of the 3,600 Gen Zers surveyed stated they would avoid middle management at all costs, over half expressed a lack of interest in managing others.
Even among the 36% who anticipate stepping into managerial positions at some point, there’s a notable reluctance to do so.
This shift comes as major companies like Amazon and Google continue to slash their middle management positions. Last week, Amazon CEO Andy Jassy announced plans to increase the ratio of individual contributors to managers by cutting 15% of managerial roles.
Other tech companies such as Meta and Google have similarly reduced their middle management workforce as part of a broader push for operational efficiency. German multinational pharmaceutical and life sciences giant Bayer also intended to reduce the number of middle managers to save $2.15 billion.
Reasons behind the shift
Sixty-nine percent of young professionals cited “too high stress, low reward” as the primary reason for avoiding middle management roles.
“Those new to middle management experience a steep step-up in workload, further expectations to be ‘always available’ to those they manage, as well continuing pressure to hit their own targets – it’s clear how these roles can prove overwhelming and deter many from taking on the extra responsibility,” Bisset explained.
Earlier this year, a Capterra study found that 75% of millennial middle managers feel overwhelmed, stressed, or burned out, with nearly half considering leaving their roles as a result.
The entrepreneurial aspirations of Gen Z
Gen Z’s reluctance towards middle management doesn’t stem from a lack of ambition. Instead, many are opting to become their own bosses or pursue careers as influencers. LinkedIn data shows that “founder” is now the second fastest-growing job title among Gen Z graduates.
“My generation [doesn’t] want to go work a consulting or banking job. They don’t even want to be an astronaut anymore,” Steven Schwartz, a Gen Z founder and CEO, told Fortune.
“They want to make content online, they want to find customers online… Being educated with more information about what people can do, why would they want to do something that isn’t the most elite experience and the most fun for them?”
Implications for the future workforce
This shift in career aspirations could have significant implications for companies:
- Potential shortage of experienced managers in the future
- Need for alternative career progression paths
- Reevaluation of middle management roles and responsibilities
As Gen Z continues to reshape the workforce, companies may need to adapt their organizational structures and career development programs. The traditional career path is no longer the only route to success for ambitious young professionals, and businesses must recognize this shift to attract and retain top talent.
