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UAE: Why Gen Z professionals don’t want middle manager roles

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On April 11, 2025

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Over half of Gen Z professionals are increasingly avoiding middle management roles, according to a recent study by recruitment firm Robert Walters. The trend follows significant job cuts announced by major US corporations like Meta and Citigroup last year, where middle management positions accounted for 30 per cent of the layoffs.

Dubbed the “great unbossing,” the phenomenon reflects a growing disillusionment with mid-level management among younger professionals.

Yasmin M., a 28-year-old graphic designer, initially envisioned her career leading her to a middle management role. “I believe that even in my current job, I have what a middle manager should have, as a team leader,” she stated. However, she raised a critical question: “Why would I aim for something like this amid job cuts?”

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Yasmin prefers to maintain her current role where she has the flexibility to work on side projects that foster her personal and professional development. She worries that stepping into a middle management position might confine her to a routine of overseeing a team without the creative freedom she values. “I can’t handle the stress of a management role and then face the risk of being cut,” she added. “I want to create and innovate.”

The study by Robert Walters also revealed that 72 per cent of Gen Z workers prefer advancing in individual roles rather than stepping into the often stressful world of middle management. This preference underscores a shift in career aspirations among younger professionals.

Omar K., a 26-year-old marketing specialist, shares Yasmin’s concerns. “The pressure and responsibility of a middle management role seem to outweigh the benefits,” he explained. Omar has observed how the demands of management can lead to burnout, as his friends in similar roles often work longer hours.

“They are constantly juggling multiple priorities, and the stress is palpable,” he noted. “Now, with job cuts looming, it makes me even more hesitant to pursue that path. I don’t want to find myself in a position where I’m under pressure and could be laid off at any moment. It’s not what I want for my future.”

Similarly, the study found that 69 per cent of Gen Z respondents believe middle management roles are fraught with excessive stress and insufficient rewards. While a global study done by Capterra earlier this year, found that a staggering 75 per cent of millennial managers report feeling overwhelmed, stressed, and burned out.

This perception is prompting many to seek alternative career paths that offer greater autonomy and job satisfaction.

As Robert Walters study also shows, only 14 per cent of Gen Z professionals think the traditional hierarchical structure is still fit for purpose.

Jason Grundy, managing director of Robert Walters Middle East “Many younger professionals are less interested in ‘climbing the company ladder,’ but it isn’t just them – an increasing number of professionals of all ages feel as though multiple layers of management create an ‘us vs. them’ attitude between the main ‘do-ers’ and ‘delegators’ of an organisation.”

“The past few years have shown us that companies are rethinking their structures, often cutting out layers of middle management to streamline operations and reduce costs,” explained Lisa Handschuh, a senior HR professional. “This shift can lead to a more agile workforce but also creates uncertainty for those in or aspiring to those roles.”

Handschuh emphasised that the changing landscape may encourage younger professionals to pursue higher-level positions or more specialised roles, where they can directly impact the business without the burdens of middle management. As the job market continues to evolve, it’s clear that Gen Z professionals are prioritising paths that align with their values and aspirations.

“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,” added Jason.