They refer to it as "conscious unbossing".
There is a notion that middle-management positions are unnecessary and should either be eliminated or redefined.
For members of the younger generation, it's often a deliberate choice to decline or steer clear of advancing to middle management positions altogether.
According to research by UK-based talent specialist Robert Walters, a majority (52%) of people believe that it's not worth it. Even higher rates were reported in France (77%), Belgium (42%), and Switzerland (30%).
Research suggests that Gen Zs value flexibility, work-life balance, and autonomy.
For Generation Z individuals, who are aged 13 to 28 years old, numerous drawbacks exist.
Around two-thirds of the employees think that mid-management positions are high-stress and unfulfilling, typically requiring longer working hours and greater responsibilities with little or no increase in salary to compensate.
Key factors contributing to dissatisfaction are the decision-making power of employees (18%) and restricted opportunities for personal development (11%).
North director Lucy Bisset.
"There's a declining interest in advancing up the corporate hierarchy", she notes.
According to Capterra, 71% of mid-level managers reported feeling overwhelmed, stressed, and exhausted.
How many would refuse a management position?
Thirty-six percent of Gen-Zers have accepted that they may need to consider a middle-management role at some point in their careers, whereas another 16% are firm in their determination to avoid it altogether.
"Middle management positions may be persistently under-staffed due to insufficient individuals willing to take on the responsibility," says Robert Walters North director Lucy Bisset.
A growing number of professionals across age groups believe that multiple levels of management foster a 'them vs. us' mentality between the core contributors and those who delegate tasks within an organization.
When asked about how they plan to advance their careers, 72% of Gen Zs believe that prioritizing "personal growth and skill acquisition" is the most effective approach, rather than pursuing a management position (28%).
Managers are increasingly taking the risk of being fired.
If the youngest generations are already reluctant to take on mid-management roles, recent statistics on layoffs may only discourage them further.
The number of layoffs at senior levels has risen significantly, with major companies like Google, Amazon, and Meta carrying out significant eliminations of mid-management positions in both 2023 and 2024.
In 2023, the technology news website the Verge referenced Meta head Mark Zuckerberg saying: “I do not believe you want a management structure in which managers manage their managers, who in turn manage their own managers, all directing those responsible for the actual work.”
Overall, layoff rates among lower-ranking employees have declined in comparison.
There's a key strategy that involves reviving mid-management by empowering mid-management rather than cutting them out of the organizational structure.
A mere 14% of professionals within the Gen Z demographic believe the traditional hierarchical structure remains adequate for current needs.
In fact, 89% of employers still consider mid-managers play a vital role in their company.
It's evident that middle-management plays a crucial role in any organization," Bisset notes, "and to maintain these positions, companies should revamp their approaches to make them more appealing - by offering greater independence, consistent performance evaluations, and opportunities for skill enhancement.
Embracing a culture without direct supervision could be crucial in transforming the role from merely being viewed as an 'unessential layer' of management to a 'facilitator' who empowers their teams to take their own initiative.
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