What ‘conscious unbossing’ could mean for your career

Gen Z doesn't want to be a middle management, and it could shake up the workplace as we know it.

There’s a major workplace revolution underway. More than half of Gen Z is ditching the idea of climbing the corporate ladder through middle management, finding it stressful, low on rewards, and not worth the burnout. Instead, they’re all about personal growth and meaningful work, favoring roles where they can make a direct impact without having to manage a team.

The rise of “conscious unbossing”

Enter: “Conscious Unbossing,” a trend where young professionals are turning down hierarchical roles and instead opting for positions that feel more authentic and empowering. Gen Z isn’t sold on the old-school notion that career success means becoming “the boss.” For them, real success is about honing their skills, making meaningful contributions, and prioritizing work-life balance over team management.

A poll by recruitment firm Robert Walters backs this up: 69% of Gen Z say middle management is high-stress and low-reward. As Lucy Bisset, a director at Robert Walters, puts it, Gen Z is more interested in jobs that let them develop personally and maintain a healthy work-life balance rather than getting stuck in roles where they’re overseeing others with little support or payoff.

A generational shift in leadership

Previous generations saw management as a golden ticket to career growth, but Gen Z is flipping the script. They want to be recognized for their expertise, not just their job title. The idea of “thought leadership” holds way more appeal than “traditional management.” In fact, they’re attracted to flatter work structures, where influence comes from what they know, not who they manage. It’s a win-win: they get autonomy, and companies benefit from a collaborative, knowledge-driven culture.

Why middle management is unappealing 

One of the biggest turn-offs for young professionals?  Middle management doesn’t offer much independence and often comes with extra responsibility that feels thankless. Many of them have seen family members and older colleagues burn out in these roles, and they’re determined not to follow the same path. Plus, the lack of proper training for middle managers makes the role even less attractive; often, managers are thrown in without the tools or support they need to succeed.

Experts say that companies could make middle management more appealing by focusing on skill-building, flexibility, and meaningful support. By lightening workloads and allowing managers to stay hands-on with their projects, organizations could transform these roles into something Gen Z might actually want.

Redefining the meaning of leadership

With Gen Z reshaping workplace norms, companies face a new challenge: a lack of young professionals ready to take on middle management roles. This could disrupt the traditional flow of leadership succession, forcing senior staff to take on extra responsibilities that would typically go to managers.

As Gen Z continues to redefine what success looks like, companies will need to adapt, creating innovative ways for young professionals to grow on their own terms. Companies that embrace “Conscious Unbossing” and offer career paths centered on expertise and project-based leadership can create work environments that resonate with Gen Z’s values. It’s not about rejecting leadership roles; it’s about reshaping them in a way that makes sense for the future of work.