They refer to it as "conscious unbossing".
It's the notion that middle-management positions are unnecessary and should be eradicated or reimagined.
For Gen Z, it's often a deliberate decision to reject or circumvent mid-management roles entirely.
According to a study conducted by UK-based talent specialist Robert Walters, a majority of individuals (52%) believe the effort is not worthwhile, with a similar sentiment reported in France (77%), Belgium (42%), and Switzerland (30%).
What's driving Gen-Zers to reject middle management opportunities?
For individuals born between 1997 and 2005, or those in their teens to mid-twenties, the disadvantages are many.
Around 69% of them believe that mid-management positions involve high pressure and limited job satisfaction, involving extensive working hours and more tasks without corresponding salary increases.
Factors like limited ability to make decisions (18%) and restricted room for personal development (11%) are also considered.
North director Lucy Bisset.
"A growing number of younger professionals are no longer focused on ‘reaching the top of the corporate hierarchy’ because they see things differently", she points out.
Research by Capterra discovered that 71% of mid-level managers acknowledged feeling overwhelmed, stressed, and exhausted.
Who would opt out of management?
While 36% of Gen-Zers have accepted the idea of becoming middle-management one day, a further 16% are resolute in their decision to avoid it entirely.
“Unless they progress into middle management, employees may eventually fall short of advancing their careers and meeting their earning potential”, says Robert Walters North director Lucy Bisset.
An increasing number of professionals across various age groups perceive that multiple layers of management give rise to an 'us versus them' mentality between the primary individuals who carry out tasks and those who delegate responsibilities within an organization.
When asked how they plan to advance in their careers, 72% of Gen Z individuals believe that concentrating on "personal growth and skill building" is the most effective approach, with only 28% opting for moving into management roles.
Executives are becoming more vulnerable to being let go than ever before.
Some worry that the latest data on layoffs may further deter the youngest generations from pursuing middle-management roles.
The rate of layoffs for higher-ranking employees has increased significantly, with companies such as Google, Amazon, and Meta all reducing mid-management levels both in 2023 and 2024.
In 2023, technology news site the Verge quoted Meta chief Mark Zuckerberg stating: “I don't believe you want a management structure that's just managers overseeing managers, overseeing managers, overseeing managers, overseeing the individuals who are doing the work.”
Employees in junior roles have seen a decline in layoff rates compared to their peers.
Reviving middle management by revamping it, rather than doing away with the position altogether.
Only 14% of Gen Z professionals believe the conventional hierarchical structure is still suitable for the times.
Despite the shift, 89% of employers still consider mid-managers indispensable to their organization.
“Mid-level management is essential to any organization,” says Bisset, "and to fill these roles, employers need to develop innovative strategies to make them more appealing – including offering more autonomy, regular workload assessments, and opportunities for career advancement through upskilling."
Fostering an 'unbossed culture' may be crucial in transforming the role from merely being considered an 'unessential management layer' to an enabler who empowers their teams to take initiative on their own.