By Samantha Borsari
Here’s something that’s been hitting the headlines lately: “Conscious Unbossing”. It’s the idea that Gen Z is deliberately steering clear of middle management roles.
As a fellow Gen Z’er, let me offer some perspective on what’s actually going on.
TikTok and Instagram Reels are flooded with middle management horror stories. Beyond what they now call “WorkTok” (a collection of videos capturing the “not so glamorous” 9-5 lifestyle), many Gen Z’ers have watched the adults closest to them burn out chasing titles and higher pay. Now, when they picture signing on for a management role, many don’t see a promotion. They see a trade-off. They see themselves giving up what they arguably value most: autonomy, flexibility, and their mental wellbeing. So when the opportunity arises, a lot of Gen Z’ers are quietly opting out and saying no to the manager title.
This is posing a sticky situation for employers, especially since Gen Z is seemingly next in line to take over these middle management positions.
So, what can HR professionals and employers do to rewrite the narrative?
There’s never a clear cut, picture perfect answer, but here’s my advice to those looking to change this mindset.
1. Equip them before you elevate them. Throwing a Gen Z employee into a leadership role without preparation is one of the fastest ways to lose them. Navigating difficult conversations, transitioning from peer to supervisor, managing conflict, none of this is intuitive, especially not for someone new to the workforce. Without proper training and support, they’ll feel lost, unprepared, and mentally drained. This is why it’s critical to invest in structured training. Not only will this signal that the organization is invested in their success, but it will also provide them with the tools they need to feel confident and secure. When your Gen Z worker can see a clear onboarding process for new managers, access to mentorship, and ongoing support mechanisms, the role feels far less like a leap off a cliff.
2. Connect management to their long-term vision. Gen Z is strategic about career progression. They move towards growth, not just titles. If a management role feels like a detour from where they want to go, it’s possible they could decline the offer. Help them draw a clear line between the leadership opportunity in front of them and the career trajectory they’ve already mapped out in their heads. Make it make sense for them, and prove that this is a step in the right direction for their career and long-term vision.
3. Lead by example. This one might be the hardest to achieve, and the most controversial on this list. Gen Z workers are observant, and they’re watching closely. They notice when managers are staying late, skipping lunch, or sending emails at midnight… and they’re quietly building a picture of what leadership looks like. While not intentional, these actions could be pushing away qualified candidates. If middle management within your organization can coexist with flexibility and work-life balance, there should be active efforts to demonstrate that. Open communication matters, but actions often speak louder than words. Being transparent about accountability and job expectations is important, but so is helping them understand that a support network exists, and that stepping into leadership doesn’t have to mean sacrificing the things they care about most.
The narrative around Gen Z and management doesn’t have to end with fear. With the right environment, honest conversations, and visible support, it’s possible to shift Gen Z’s mindset around the management position into something positive. They just need to see that it’s possible without losing themselves in the process. This is where you come in to serve as the catalyst for that change.