They refer to it as "conscious unbossing".
It's the notion that mid-management functions are outdated and should be eliminated or restructured.
For Gen-Z professionals, it's becoming increasingly common for them to opt out or bypass mid-management positions as a deliberate career choice.
A significant majority of 52% believe it's not worth it, according to a study by UK-based talent specialist Robert Walters, which found even higher rates in France at 77%, Belgium at 42%, and Switzerland at 30%.
Why are Gen Z professionals declining middle-management roles and instead opting for different career paths?
For individuals in the Gen-Z population, namely those aged 13 to 28, several negative aspects exist.
Approximately 69% of them consider mid-management positions to be high-stress and offering limited rewards, involving longer working hours and greater responsibilities without corresponding salary growth.
Factors such as low decision-making authority and restricted opportunities for personal development also contribute to dissatisfaction.
North director Lucy Bisset.
As seen among youth working professionals, there's a notable shift in priorities; they're no longer as invested in ascending the corporate hierarchy solely on their own.
According to Capterra, 71% of mid-level managers confessed to feeling overwhelmed, stressed, and exhausted.
How many would say no to leadership roles?
Thirty-six percent of Generation-Z individuals have accepted the prospect of entering a middle-management position at some point. An additional 16% are resolute in their decision to avoid the middle-management career path entirely.
"This reluctance to take on middle management roles may ultimately lead to challenges for employers," says Robert Walters North Director Lucy Bisset.
Many working professionals of various ages feel that multiple layers of management are generating a sense of division between those who actually perform tasks and those who assign tasks in an organisation.
When asked about the best way to advance in their careers, 72% of Gen Zs think that improving their skills and personal development is the key, while only 28% view taking on a management position as the primary way to do so.
Top Executives Becoming Targets for Termination
Upcoming generations are increasingly hesitant to assume mid-management roles. Recent figures on downsizing will likely further deter them from taking on these positions.
The rate of layoffs in high-level positions has increased significantly, with companies such as Google, Amazon, and Meta all cutting back mid-management roles in 2023 and 2024.
In 2023, technology news outlet the Verge quoted Meta CEO Mark Zuckerberg stating: “I don't think you want a management hierarchy that simply consists of managers overseeing other managers, overseeing other managers, overseeing those working directly.”
Staff layoffs in entry-level positions have declined in comparison overall.
Reviving mid-management instead of eliminating it
Only 14% of Gen Z professionals believe the traditional hierarchical work structure is still effective.
However, 89% of employers still consider mid-managers to be crucial to their organization.
It's evident that mid-level management plays a pivotal role in any organization," Bisset notes, "and in order to fill these positions, employers must think outside the box and devise creative strategies to make them more appealing – from granting increased autonomy, to ongoing workload evaluations and accessible opportunities for upgrading one's skills.
“Embracing a 'flat culture' could be the key to transforming the role from being merely seen as an 'additional layer' of management into a 'facilitator' that empowers team members to take the lead and make decisions independently."