It almost feels like Gen Z is taking the “suddenly become important at work” meme a little too seriously…
But in reality, instead of focusing on personal growth, leadership development, and people management skills that supposedly come with a promotion, many of them are asking a more basic question: is becoming a manager actually worth it?
Being a manager means being ready to face risks, pressure from the top, challenges from the team below, and long working hours. And if Gen Z checks thousands of online reviews before buying something, how could they not carefully evaluate a major career decision?
According to a study by global talent solutions firm Robert Walters, more than half (around 52%) of Gen Z professionals in the UK do not want to become middle managers. In fact, nearly 72% would rather pursue an individual contributor career path than take on the responsibility of “managing” others.
As a generation that believes if you can’t give your best, it’s better not to do it at all, Gen Z simply doesn’t have the time or energy for prolonged stress just from managing people.
Gen Z grew up in a time where they experienced the best moments of being a child, but the worst time to become an adult. Job opportunities are hard to come by, internships are often exploited as a source of cheap labor, and burnout and overwork cultures are heavily normalized. Naturally, they also reflect on the experiences of previous generations.
At its core, Gen Z holds this principle: Ambition is not the same as job titles.
It’s about skills, impact, and flexibility in achieving what truly matters.
Gen Z is rejecting unhealthy structures, not leadership itself. And if managerial positions are increasingly avoided, perhaps what needs to be evaluated is not the employees, but the career system behind them.
