In recent years, we've seen a shift in how the workforce views traditional managerial roles. A new trend, nicknamed "Conscious Unbossing," is making waves, particularly among the younger generation. This movement highlights a growing rejection of middle management positions due to perceived burnout, overwhelming workloads, and limited career growth opportunities.
Why is this happening, and what does it mean for organisations that need strong leadership for the future?
What Is "Unbossing"?
The "unbossing" movement refers to younger generations consciously opting out of traditional middle-managerial roles. Unlike previous generations who often viewed middle-management as a stepping stone to career advancement, many young professionals are choosing alternative career paths that prioritise balance, purpose, and mental well-being over climbing the corporate ladder.
A survey conducted by a fellow recruitment agency in the UK found that 52% of Gen Z professionals are intentionally avoiding management positions, and 69% see middle management as a role characterised by high stress and low rewards. The survey also found that 72% of Gen Z would prefer to opt for an individual pathway to progression as opposed to managing others.
Where have these perceptions come from?
For many of Gen Z, the formative years of early adulthood were heavily influenced by the Covid lockdowns. The pandemic forced young people to adapt to new ways of living, learning, and working, reshaping their understanding of the world and their priorities. The pandemic highlighted the uncertainty that businesses and industries face and revealed how fragile wellbeing can be when prioritising productivity above all else.
Gen Z also watched as their parents, relatives, and influential adults in their lives juggled the stresses of remote work. This visibility meant that many of them witnessed loved ones struggling with the demands of their roles, contributing to burnout and poor mental health. The result of this was that a large portion of the generation entered the workforce a different mindset compared to other generations, one that values flexibility, balance, and wellbeing over a rigid, traditional career path.
Rather than accepting long hours and high-stress mid-managerial roles as the norm, Gen Z began to question the long-held assumption that career advancement was the ultimate goal. They witnessed the physical and emotional tolls their parents, especially those in middle management, faced in trying to juggle high-stress roles without the support they needed. This exposure to the real-world consequences of burnout led to a rejection of roles that might cause similar struggles.
Reo Group's Director of Finance & Accounting Lynsey White shares her insights from conversations with her customers:
"In the finance world, middle management is often viewed as the business layer that gets the pressure from both ends. We are seeing an increase in the number of finance professionals choosing career paths that allow them to be individual contributors. One example is in business & data analytics. This has given finance professionals a career pathway which adds value to the business, without needing to take on the people leadership path."
What does this mean for the job market?
While Gen Z’s desire for flexibility, work-life balance, and a rejection of traditional managerial structures is understandable, it presents challenges for organisations, especially when it comes to the long-term stability and growth of businesses. Although Gen Z’s perspective on work and leadership reflects a desire for healthier, more fulfilling career paths, it’s vital to recognise the importance of middle management in fostering growth, productivity, and organisational success.
One of the critical challenges in rejecting or bypassing middle management is the potential disconnection that could form between the top leadership and the rest of the organisation. Middle managers serve as the bridge between senior leaders and the employees who execute day-to-day tasks. They ensure that the strategic vision set by the executive team is translated into action at ground level. Without this middle layer, businesses risk losing the ability to align their broader goals with the reality of how work is done on the front lines.
Middle management plays an essential role in developing and nurturing talent within an organisation. They are often the ones who mentor, guide, and provide feedback to employees as they progress in their careers. For Gen Z, who values mentorship and development opportunities, middle managers can be crucial in helping them navigate their careers, acquire new skills, and align their aspirations with the organisation's goals.
If Gen Z’s inclination towards bypassing middle management continues, businesses could face a leadership gap. Without the development of middle managers, companies may struggle to build the leadership capacity required to scale. Leadership development is not something that can happen overnight, and without this crucial layer of management, there is a risk that companies will face challenges in identifying and nurturing leaders from within the organisation.
What can organisations do?
The perception of middle management as an unappealing career step will not shift on its own. Businesses need to take an active role in repositioning it as an exciting and fulfilling stage of professional growth.
One way to do this is by reimagining the role of middle management and embracing a more flexible, supportive, and mentorship-focused model. Gen Z doesn’t reject leadership or structure outright; instead, they are asking for leadership that is more human, less rigid, and more aligned with modern workplace values.
As AI and automation are on the rise, there is a chance that some tasks and responsibilities of middle management may be eased, however the roles themselves are likely to remain an essential cornerstone of many organisations from the angle of people management.
Organisations that recognise the importance of middle management while adapting their roles to be more collaborative, transparent, and supportive will be better positioned to thrive in this new era. Middle managers should be seen not as enforcers of the corporate machine, but as facilitators of growth, connection, and innovation. By fostering a culture of leadership that values empathy, professional development, and work-life balance, companies can successfully integrate Gen Z’s desires with the critical functions that middle management provides.