Are you Gen Z employees reluctant or unwilling to take on the role of middle managers? You could be falling prey to the “conscious unbossing” trend.
In contrast to previous generations, young professionals are increasingly rejecting traditional management roles. According to by recruitment company Robert Walters more than half of Gen Z professionals (52%) in the UK do not want to be in a middle management position.
Leaders can’t ignore this growing trend in the workplace of conscious debossing. This could lead to a talent shortage (both in the short-term and long-term) and negatively impact your company’s success and growth.
Gen Z professionals tend to prioritize work-life balance over salary .
Most people don’t understand the purpose of climbing up the corporate ladder to positions of authority. The driving force behind all of this is based on four factors.
Under Pressure
Middle management is often caught in the middle of demands from senior leaders and their teams. This can lead to burnout and stress.
Research from Oxford Brookes University reveals that Gen Z is already suffering with mental health issues. It is possible that they are reluctant to accept additional responsibilities because of their desire to maintain a work-life balance and prioritise wellbeing.
Lack Of Recognition
Many younger employees believe that increased responsibility and workload for managers is not matched with adequate financial compensation or appreciation.
Strive for purpose
Gen Z professionals tend to place a high value on flexibility, transparency, and purpose when it comes to their work .
Some people may see management as a threat to their autonomy and creativity. They may not understand the benefits of becoming a leader.
Why unbossing your boss is important for business
Gen Z is aware of the struggles older generations have had with work-life harmony, but they’re not willing to compromise, particularly when it comes their mental health. This trend of conscious debossing is not surprising. What are the main implications for organizations?
Role gaps will occur in businesses that are unable to fill critical middle management positions. This could lead to problems in the future with senior leadership positions due to a shortage of experienced managers who are ready to step forward.
Strong managers can also lead to a decline in innovation, since they are crucial for encouraging creative thinking and experimentation within teams.
The company culture is also threatened by this conscious trend of unbossing. Organisations may suffer from a lack of collaboration and poor decision-making due to a less dynamic, hierarchical work environment.
All of these factors could lead to a leadership vacuum. Organisations risk losing top talent if we do not address the factors that drive conscious debossing. In turn, this deprives future leaders of the mentorship they need and the role models that will help them develop.
How to reverse the conscious debossing tendency
Companies need to rethink leadership immediately if they want to get young talent excited about middle management positions. Here are some tips on how to achieve this.
Reskill managers
Gen Z doesn’t respond to traditional top-down management style. Create more collaborative and supportive leadership models.
Take a strategic approach to your company culture
The younger generation is less influenced by marketing messages, and they can spot fakery easily.
Change your message to reflect the values and expectations of younger employees – how, for instance, does your organization’s mission contribute to society and the environment. Is your company truly inclusive?
Offer flexibility
Give employees the opportunity to grow and develop within their roles. This will allow them to determine their own career path. Consider job shadowing and mentoring, along with more formal training.
Inspiration and autonomy
Gen Z employees often want to solve issues and make a positive difference. Don’t micromanage, but give them the tools they need to succeed.
Set healthy goals
It’s a biggie. Create a culture in the workplace that promotes mental health, work/life balance, and employee well-being if you want motivated Gen Z employees.
Clarify your organisational values
Clarify how each role is connected to the values and strategies of your organization. If you want to encourage a particular behaviour, then praise it.
Check that the salary and benefits you receive are in line with your level of responsibility.
Invest in the future of your leaders
Mentorship and training of high quality can help employees to feel valued and empowered.
Why leaders must act now
Leaders must be proactive and flexible to meet the needs of Gen Z to create a workforce that is motivated to advance to middle management roles.
While this problem may appear to be a long-term one, it is important that we don’t delay taking action. We could be heading towards a time when there aren’t enough managers, or mentors to guide the next generation.
