'High-stress, low reward': Why Gen-Zers are shunning middle management jobs

They call it a "conscious unbossing".

The concept states that mid-management positions are outdated and should either disappear or undergo significant changes.

For younger generations, it's often a deliberate choice to reject or opt out of advancing to mid-management roles.

Research carried out by UK-based talent specialist Robert Walters reveals that the majority (52%) of respondents believe it's not worth it, with an even higher percentage in France (77%), 42% in Belgium, and 30% in Switzerland.

Why are young adults today rejecting mid-level management career opportunities?

For Gen-Z individuals, particularly those aged 13 to 28, the disadvantages are numerous.

About 69% of people think that mid-management positions are both high-pressure and-low-reward, implying extensive working hours and greater workload but little or no increase in salary as a reward.

Levels of autonomy, such as decision-making authority (18%), and opportunities for personal development (11%), are currently underutilized.

North director Lucy Bisset.

She notes that "many younger professionals are less interested in simply moving up the company hierarchy as it is only them."

A study by Capterra discovered that 71% of mid-level managers confessed to experiencing feelings of being overburdened, stressed, and exhausted.

How many would refuse management?

Approximately 36% of Generation Z are willing to consider promoting to middle-management positions, but an additional 16% insist they will never take such a role.

"Taking on middle management roles could lead to future staffing challenges for companies", according to Robert Walters North director Lucy Bisset.

There is a growing sentiment among professionals across all age groups that the complex hierarchical structure within an organization has created a divide between the individual contributors and the management.

Asked about how they plan to advance in their careers, 72% of Gen Z employees believe that prioritizing "personal growth and skill accumulation" is the most effective approach, as opposed to taking on a managerial role (28%).

Top executives now facing high job insecurity

The latest data on layoffs might alarm the younger workforce, potentially discouraging them from taking on mid-management positions even further.

The rate of layoffs in higher-level positions has increased significantly, with organizations such as Google, Amazon, and Meta all reducing mid-management structures in 2023 and 2024.

The technology news website The Verge cited Meta leader Mark Zuckerberg in 2023, saying: “I don’t believe you need a management structure in which managers manage the people who manage the workers who manage the employees who do the actual work.”

There has been a decrease in layoffs among staff in less senior positions, on the whole.

Revitalizing middle management positions, rather than eliminating them altogether.

Only 14% of Generation Z professionals believe that the traditional hierarchical structure is still suitable for modern workplaces.

However, 89% of employers still hold the view that mid-managers play a vital function in their organization.

It's apparent that middle management plays a crucial role in any business", notes Bisset, "and to keep these positions filled, employers need to improve their approaches by making them more appealing - such as offering greater independence, frequent workload reviews and clear opportunities for advancement.

Creating a culture that values autonomy could be crucial in redefining the role from being perceived as a redundant layer of management to one that enables teams to take action independently.