Conscious Unbossing: Gen Z says ‘No thanks’ to promotion

Research carried out by Robert Walters PLC in the US reveals a cohort of young professionals who are prioritising personal growth and skill development over progression to middle management roles.

Dubbed ‘Conscious Unbossing’, this shift in career aspirations, particularly among Gen Z workers (born 1997–2012), is challenging traditional indications of success in the workplace.

As a recruitment agency, we feel it’s crucial to understand and adapt to this shift in mindset to better support both our clients and candidates.

The Rise of Conscious Unbossing

Standout findings are:

• 52% of Gen Z professionals don’t want to be middle managers
• 72% would choose an individual route to progression over managing others
• 69% say middle management is too high stress for too little reward

Understanding the Gen Z Perspective

So why are Gen Z professionals shying away from middle management? Contributing factors are:

• Entrepreneurial mindset: Gen Z often prefers to bring their “whole self” to projects, focusing on cultivating their personal brand and approach rather than managing others.
• Changing work environments: Having entered the workforce in largely remote or hybrid settings, younger professionals have developed different views on company loyalty and career progression.
• Stress and burnout: With 75% of middle managers reporting feeling overwhelmed and burnt out (add source), it’s no surprise that Gen Z is wary of these roles.
• Limited decision-making power: Some young professionals perceive middle management as having restricted autonomy, making the position less appealing.
• Desire for flat structures: Many Gen Z workers prefer team-based, flat organisational structures over traditional hierarchies.

Implications for Employers 

While Conscious Unbossing presents challenges to businesses, it also offers opportunities for innovation in workforce management:

• Reframe middle management: Employers need to transform these roles from “unnecessary layers” to “facilitators” who empower their teams.
• Offer alternative progression paths: Create opportunities for advancement that don’t necessarily involve managing others.
• Address workload and stress: Regularly assess workloads and provide support to prevent burnout in management positions, especially to newly-promoted people.
• Provide autonomy and growth: Offer clear upskilling opportunities and greater autonomy to make management roles more attractive.
• Embrace unbossed culture: Consider adopting flatter structures where appropriate, fostering a culture of individual empowerment.

“Historically, promotion to middle management, especially involving people management, was seen as a sign of progression. The truth is out there now – managing people is challenging and time consuming, and can take you away from the parts of your job that you love.

We’re seeing a significant shift in how career advancement is perceived, especially among younger professionals. It’s crucial for both employers and recruiters to recognise and adapt to this changing landscape.”

– Heidi Bannister

The Future of Work

Despite the shift in perception, 89% of employers still believe that middle managers play a crucial role in their organisations. The challenge lies in bridging this gap between organisational needs and employee aspirations.

As recruiters, we have a unique opportunity to guide both employers and candidates through this evolving landscape. We can help companies redesign roles to appeal to the new generation while assisting candidates in finding positions that align with their values and career goals.

By understanding and embracing this change, we can help create work environments that are more fulfilling for employees and more effective for employers. Flexibility, creativity, and open communication will be key in shaping the future of work.

Are you in touch with shifts in salaries and benefits, and what matters most to people working in the industry? Keep up to date with the Arthur Edward 2024 Salary Survey & Industry Report.

Arthur Edward is a leading beauty, personal care & FMCG recruitment agency. We find top talent along the product lifecycle to innovate, launch and market bestselling cosmetic and beauty products.

If you’re looking for a job or looking for staff in the industry, we can help you find your perfect match. Contact us today!