Gen Z workers have been operating on a new principle in their approach to work—conscious unbossing. Reportedly, the young workers are voluntarily avoiding ascending to management roles in order to maintain stasis and retain some of the mental peace that comes with low-authority roles. Managers are often riddled with responsibilities and tasked with more than their fair share of criticism when the team’s performance falters, and it can be mentally exhausting on the best of days. These positions do come with the promise of higher pay, but the drawbacks have Gen Z ditching authority roles.
Many Gen Zers have claimed that they don’t want to take on middle management roles in the near future and much prefer to work on their own tasks rather than oversee how others perform theirs. However, new data from Glassdoor suggests this is a trend that may not stick. Despite their preferences, Gen Z now makes up 1 in 10 managers in 2025. While that isn’t a high number, the younger workers are only just finding opportunities to be promoted to such positions, given their age and recent entry into the workforce. This suggests that the number of Gen Z managers could soon grow as more opportunities present themselves.
Image: Pexels
Gen Z’s Preference for “Conscious Unbossing” May Be Short-Lived
The idea of “conscious unbossing” has been likened to Gwyneth Paltrow’s “conscious uncoupling” from Coldplay lead singer Chris Martin, but the similarities in the implications end there. The trend of unbossing was on track to redefine the workforce in many ways, not just because of Gen Z’s decision to stay out of management but due to the growing trend of businesses trying to flatten their workforce. We have seen many instances of organizations repeatedly referring to their workforce as inflated, citing many unnecessary layers of bureaucracy that tend to hold up work.
As a result, many organizational layoffs have centered on cutting down on the number of managers and shaking up the business structure to let communications flow more freely. Amazon is one of the many businesses that have aimed at cutting out the excess in hierarchy, although it’s hard to use the company as an example, as it has cut off a significant number of employees across departments and roles.
The general trend of downplaying the importance of managers has also previously suggested that the growth potential with such roles is shrinking, but it is impossible to keep work on track while eliminating middle management entirely. A lot of their functions are critical to smooth organizational operations, and over time, it will become harder and harder for Gen Z workers to stay out of such roles.
Gen Z’s Avoidance of Middle Management Roles Is Not Sustainable
While it’s true that organizations need to carefully evaluate their business to see how much of their middle management is actually necessary, it is difficult to imagine a work system entirely free of any managerial positions to coordinate and oversee the work. Challenging the system and finding their own way to operate is a Gen Z strategy through and through, but there are some habits that do have to break.
A 2024 study by Robert Walters showed that 52% of Gen Z professionals do not want to be middle managers. Around 72% of this generation would prefer to find an individual route to progression rather than manage other workers. Why is that the case? Well, about 69% of Gen Z feel that middle management roles are too high-stress for low rewards. The desire to stay out of these positions is a valid one, however, there are only so many ways to grow your career without moving into senior roles.
Organizations still function with hierarchical structures, and in most roles, there are more opportunities to earn better and be respected in your field if you move to managerial positions where there is less emphasis on technical skills and more on operational ones. It’s apparent that Gen Z workers see the truth of the matter as well, considering 36% of the respondents expected that they would have no choice but to take on such positions. A further 16% did hold their ground on the matter, however, claiming that they would find a way to avoid middle management roles entirely.
The “Conscious Unbossing” Trend Is Already Showing Signs of Unravelling
Gen Z’s middle management avoidance is already being tested, as many have grown enough in their careers to be offered manager roles. A Glassdoor study found that in April, the share of managers who were Gen Z hit 10% for the first time. This aligns with Millennials also rising in such roles, exceeding the number of Gen Xers in the managerial workforce for the first time. Glassdoor’s Daniel Zhao, who gave us this update on the decline of the “unbossing” trend, also stated, “if aging trends continue, Gen Z will likely make up a larger share of managers than Baby Boomers in late 2025 or 2026.”
The desire for “conscious unbossing” may be strong among Gen Z, but the benefits of these roles, such as a potential 11% bump in salary, cannot be denied. Gen Zers have been repeatedly locked out of finding good career opportunities due to the general sense of dislike that older workers express towards them, making it much harder to say no to the opportunities that do come their way.
Gen Z Workers Are Likely to Redefine Middle Management
There are many ways that the “unbossing” trend is still redefining the workforce, despite the potential decline of the strategy. As Gen Z workers are no longer motivated by the grandeur of holding leadership roles, they are unlikely to be motivated by the same benefits that were previously offered. Employers will have to change their approach to their new managers and continue to adapt to their updated needs and expectations.
Gen Z’s acceptance of authority roles does not mean that these workers are entirely letting go of their preferences and values. Other studies have shown us that Gen Z workers are determined to redefine success on their own terms, and they will likely continue to put their own twist on the changes coming their way.
The Glassdoor survey revealed that many workers expect that Gen Z managers will increase the emphasis on aspects like flexibility and well-being, which is going to be beneficial to the entire workforce, regardless of their generational affiliations. Their expertise with tech and their preference for casual communication will also reshape the workforce in many ways. Employers and HR teams will have to accept Gen Z’s presence in the workforce and start finding opportunities to collaborate with them to ensure their organization remains fully staffed in the years to come.
Subscribe to The HR Digest for more insights into the ever-evolving landscape of work and employment.