A recent survey by talent solutions firm Robert Walters revealed that 52% of Gen Z workers are steering clear of middle management roles. Here’s what the survey found:
- 66% of respondents felt middle management was too stressful and not adequately rewarded.
- 30% would prefer a flat structure, compared to only 14% who favor a traditional hierarchy.
- 72% want a career path that doesn’t involve managing others.
It’s tempting to chalk this up to a “Gen Z thing,” but honestly, I don’t think it is. This is a much wider issue that spans across all generations. For too long, many organisations have been promoting people into leadership roles without giving them the preparation or training they need to succeed. If you’re excellent in your current role, the next logical step is often management. But the question is, are these individuals prepared—or even interested—in leading others?
The Leadership Dilemma
The real issue is the assumption that progression always means managing people. Organisations often don’t offer alternative routes for growth, and that’s the root of the problem. The reward for being good at your job shouldn’t automatically be a promotion to a role that comes with a heap of responsibility, stress, and—let’s face it—not enough support or reward to balance it out. Who can blame someone, Gen Z or otherwise, for not wanting that?
While this has been a challenge for a while, Gen Z is unique in one key area: they’re less willing to put up with the status quo. They’re more likely to challenge traditional work structures, and this survey reflects that. But it’s not just Gen Z who want change—employees across all generations are looking for more flexible, meaningful career paths.
Building a Culture That Works for All
As workplaces become increasingly multigenerational—from Baby Boomers to Gen Z—it’s time for organisations to step up. Employers need to rethink how they approach leadership development, progression, and culture. Listening to employees across the generational spectrum is key. People want different things from their careers, and organisations that can creatively respond to those needs will win out.
Three key things employers should focus on over the next few years:
- Listening to employees: What do people really want? Not everyone aspires to manage others, so it’s essential to offer diverse progression paths.
- Rethinking organisational structures: Flatter structures or alternative leadership models can reduce stress and increase job satisfaction.
- Better preparation for leadership roles: Providing the right training and support is crucial for creating effective, confident leaders who actually want to lead.
Gen Z may be leading the charge in questioning traditional structures, but the benefits of a more flexible, supportive workplace culture are something we can all get behind.
How The Happy Business School Can Help
At The Happy Business School, we work with organisations to create thriving workplace cultures where everyone, regardless of generation, feels valued and empowered to succeed. Whether it’s helping leaders develop a vision for a more inclusive culture, running interactive workshops to boost team happiness or providing practical training to better prepare people for leadership roles, we’re here to help.
Get in touch to find out how we can support your organisation in building a happier, more engaged workforce ready for the future.