Why are Gen Z dead-set on never becoming middle managers?
For many, middle management represents a sweet spot of responsibility and influence. For Gen Z? It’s more like a stress-fueled treadmill with no off button.
67% of Gen Z workers say middle management is "too high stress with low reward."
Add to that the burnout epidemic, with 75% of middle managers admitting to feeling overwhelmed.
Middle managers are caught in the middle (pun intended) - juggling top-down directives while managing team dynamics.
For a generation that values mental health and work-life balance, it’s no wonder this role is far from appealing.
A hierarchy shakeup with “The Great ‘Unbossing’”
Only 13% of Gen Z believes in the traditional hierarchical structure. Instead, they lean toward flatter, team-based systems where collaboration trumps control.
This disdain for rigid hierarchies aligns with what experts are calling “conscious unbossing” - a deliberate choice to sidestep accepting middle management roles in favor of individual career paths.
Meta and Citigroup cutting 30% of their middle management roles earlier this year might also have accelerated this shift in mindset for Gen Z the corporate world.
Who needs to lead a team when you can lead a webinar and earn just as much?
Career advancement or development for Gen Z isn’t about climbing a traditional corporate ladder - it’s about building their own.
60% of Gen Z prefer individual routes to career growth over managing others.
They see success in specialized expertise, freelancing, or entrepreneurship - roles where they can control their output and avoid being bogged down by people problems.
Why manage a team when you can be a consultant, an influencer, or an AI expert pulling six figures without worrying about team-building retreats?
What happens when nobody wants to manage?
While Gen Z avoids middle management, 69% of employers still believe these roles are critical.
Middle managers act as the glue holding organizations together, translating strategy into action and keeping teams aligned.
Without them, companies risk losing structure, mentorship, and operational efficiency.
If everyone’s aiming for the top or the solo lane, who’s left to keep the ship sailing?
“Millennials are doing it, so why won’t Gen Z?”
It’s tempting to think that Gen Z’s resistance to management is just youthful idealism, much like Millennials were accused of being entitled slackers in their early career days.
But the thing is, Millennials grew into leadership roles, eventually embracing middle management as a necessary step.
So the Millennials who once balked at cubicles climbed the corporate ladder anyway. Is Gen Z really breaking the mold, or is this just another cycle? What do you think?
How can employers make middle management appealing again?
For employers, middle management means stability and continuity. For Gen Z, it spells mental health red flags.
The clash stems from a fundamental misalignment.
Employers value middle management as a career milestone. Gen Z views it as a career millstone…
Employers who insist on the importance of these roles need to rethink incentives and structures to attract young talent.
But it’s not all doom and gloom!
There are ways to make middle management more appealing! We recommend,
Flatter hierarchies with collaborative decision-making and chance for meaningful contributions without unnecessary bureaucracy.
Reduced workloads, better boundaries, and wellness initiatives.
Celebrate middle managers’ contributions regularly not just through shoutouts or team celebrations, but with tangible rewards.
Use tech to eliminate grunt work
Focus on meaningful impact, not micromanagement.
Hence, companies can redefine the role for a new generation by addressing Gen Z’s concerns of stress, low rewards, and hierarchical rigidity!
So maybe it’s not about removing middle management, but reinventing it.
Are employers ready to meet Gen Z halfway?
🔖 Sources
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Zappyhire Gen Z's rejection of middle management roles reflects their desire for greater autonomy and purpose at work. As Gen ZAlpha (born 2006-2012) follows, this shift will likely intensify, with a focus on leadership that empowers rather than controls. Understanding their evolving expectations is crucial for shaping the future of work. Consider following our GEN ZALPHA page for deeper insights and strategies to engage this emerging generation.