Over half of Gen-Z professionals in Ireland don’t want to take on a middle management role in their career.
40% expect to have to take on a mid-level management role at some point in their career, despite not wanting to – a further 14% are adamant they will avoid middle management altogether.
Earlier this year, major US corporations such as Meta and Citigroup announced job cuts of which middle management roles made up 30% – leading to the period being tipped as the ‘great unbossing’. (Source )
Now, new research from leading talent solutions firm Robert Walters reveals a growing disillusion with mid-level management roles amongst younger professionals in Ireland.
Preferred route to progression The Robert Walters poll also found that 68% of Gen-Z would actually rather opt for an individual route of advancing their career – focusing on personal growth and skills accumulation rather than taking on a management role (32% ).
Suzanne Feeney, Country Manager of Robert Walters Ireland said Gen-Z are known for their entrepreneurial mindset – preferring to bring their ‘whole self’ to projects and spend time cultivating their own brand and approach rather than spending time managing others.
“However, this reluctance to take on middle management roles could spell trouble for employers later down the line,” she added.
Generational differences
Unanimously, three-fifths (61% ) of professionals pointed to older generations valuing middle management roles considerably more than their younger colleagues.
With under a fifth thinking it was equally valued across professionals of different ages.
“More senior professionals have usually committed years to one company, working their way through more traditional levels of management and as such have developed a greater respect for mid-level managers. Younger professionals, having entered the workforce in a largely remote or hybrid capacity with a huge focus on digital capabilities are less inclined towards complete company loyalty,” added Suzanne.
Management stretched thin
When asked what about the main deterrents to taking on middle management roles, 57% of Gen-Z professionals stated they were too high stress, low reward. Other factors were limited decision-making power (21% ) & reduced personal growth (16% ).
“Those new to middle management experience a steep step-up in workload, further expectations to be ‘always available’ to those they manage, as well continuing pressure to hit their own targets – it’s clear how these roles can prove overwhelming and deter many from taking on the extra responsibility,” she said.
Is the future team-based?
Only 13% of Gen-Z professionals think the traditional hierarchical structure is still fit-for-purpose. Whilst over double the amount (29% ) would opt for a flat structure if given the choice.
“Many younger professionals are less interested in ‘climbing the company ladder’ but it isn’t just them – an increasing amount of professionals of all ages feel as though multiple layers of management creates an ‘us vs. them’ attitude between the main ‘do-ers’ and ‘delegators’ of an organisation.”
Middle management reframed
Despite this, mid-level management roles remain vital, with 91% of employers stating that middle managers play a crucial role in their organisation.
“Its clear mid-level management remains a lynchpin of any organisation, and to keep these roles filled employers need to innovate their strategies to make them more attractive - from providing more autonomy, to regular workload assessments and clear upskilling opportunities.
“Embracing an ‘unbossed culture’ could be key in transforming the role from just being seen as an ‘unnecessary layer’ of management to a ‘facilitator’ who empowers their teams to take their own initiative.
“Employers should prioritise middle management now to avoid significant talent gaps in the near future,” concluded Suzanne Feeney.
