Conscious unbossing: how to inspire Gen Z to embrace middle management

The findings of recruitment firm Robert Walters’ research into Gen Z’s aversion to middle management should act as a wake-up call for organisations. With 52% of Gen Z professionals indicating they do not want to pursue a career in middle management, businesses risk significant talent gaps and reduced leadership pipelines if this trend continues unchecked. However, this challenge also presents an opportunity to reimagine middle management and inspire younger workers to embrace these roles through thoughtful, tailored development.

Why Gen Z is steering away from middle management

Robert Walters’ research sheds light on why middle management is losing its appeal among younger professionals. Nearly 70% of Gen Z describe these roles as high stress and low reward, while others cite limited decision-making power and reduced opportunities for personal growth. Compounding this is a generational shift in values: three-fifths of professionals believe older generations value middle management roles more than their younger peers.

Furthermore, the emergence of flatter organisational structures has captured the imagination of Gen Z, with double the number of respondents preferring a team-based model over traditional hierarchies. This shift reflects a growing desire for autonomy, collaboration and purpose-driven work.

The importance of middle management

Despite the challenges, middle management remains crucial. According to the Robert Walters research, 89% of employers believe these roles are vital to organisational success. Middle managers function as the bridge between strategic leadership and frontline employees, ensuring that company goals are effectively communicated and operationalised. They also play a pivotal role in fostering engagement, driving productivity and cultivating talent within their teams.

To secure the future of middle management, employers must rethink how these roles are positioned and supported. This is where coach skills training can make a transformative impact.

Empowering Gen Z through coaching for management success

Conscious unbossing – where employees take a step back from traditional managerial roles to focus on meaningful work, better work-life balance and opportunities for collaboration - offers a compelling solution to the challenges faced by middle management. Training Gen Z professionals in coaching skills can equip them with the tools to navigate the complexities of people management while aligning with their values of collaboration and growth.

Coach skills training reframes middle management as an opportunity to:

• Model positive behaviours: by fostering emotional intelligence, active listening and effective communication, coaching skills help managers lead by example, creating a culture of trust and respect.

• Cultivate a growth mindset: coaching encourages continuous learning and adaptability, enabling managers to embrace challenges and foster innovation.

• Empower others to succeed: a coaching approach shifts the focus from control to facilitation, where managers inspire their teams to take ownership and perform at their best.

Karen Smart, head of consultancy and senior faculty at the AoEC, stresses the benefits: “Investing in coach skills training provides Gen Z with the confidence and capability to excel in people management. By adopting a coaching mindset, these emerging leaders can create environments where collaboration thrives and individuals feel valued, paving the way for meaningful and rewarding careers.”

How organisations can inspire the next generation of leaders

To reverse Gen Z’s reluctance to embrace middle management, organisations must take proactive steps to reshape perceptions and provide meaningful support:

• Redefine the role: position middle management as a strategic and empowering role rather than a bureaucratic layer. Highlight opportunities for creativity, influence and personal development.

• Address stress factors: implement measures to manage workload, enhance decision-making autonomy and ensure middle managers have access to mental health resources.

• Offer tailored development: provide training programmes, such as coach skills development, which align with Gen Z’s preference for personal growth and purpose-driven work.

• Promote role models: showcase success stories of managers who exemplify a coaching approach and mindset, demonstrating the value and fulfilment that comes with empowering others.

The time for action is now

The reluctance of Gen Z to pursue middle management roles is a trend organisations cannot afford to ignore. However, by investing in coach skills training, businesses can not only make these roles more appealing but also future-proof their leadership pipelines.

Empowering the next generation of leaders to see middle management as a platform for positive impact will ensure organisations continue to thrive in an ever-evolving workplace landscape.