Recent research from Robert Walters has revealed growing disillusionment among younger UK professionals regarding middle management roles, with over half of Generation Z professionals (those born between 1997 and 2010) expressing no desire to pursue these positions.
According to the study, 72% of Gen Z workers would rather have a career path focused on personal growth and skill development than become middle managers, a role chosen by just 28%. High stress levels with minimal rewards were expressed by 69% as a significant drawback of middle management. Other concerns included limited decision-making authority (18%) and a lack of opportunities for personal development (11%).
However, as many as 36% of respondents still acknowledged that they might have to take on a middle management role at some point in their careers, while 16% were determined to avoid it altogether.
“Gen-Z are known for their entrepreneurial mindset, preferring to bring their ‘whole self’ to projects and spend time cultivating their own brand and approach, rather than spending time managing others. However, this reluctance to take on middle management roles could spell trouble for employers later down the line,” said Robert Walters director Lucy Bisset.
Moreover, the report also showed many generational differences, with 63% of participants agreeing that older generations value middle management more highly. Only 14% of Gen Z professionals feel that the traditional hierarchical structure is effective, with 30% favouring a flatter, team-based model instead. Nonetheless, 89% acknowledged that middle managers play a vital role in their organizations.
Bisset highlighted that adopting an “unbossed culture,” where middle managers act as facilitators helping their teams, could help reshape perceptions and close the talent gap.