52% of Gen Z say no to becoming managers: Why young professionals aren't chasing the boss title anymore

Career growth used to follow one clear route: work hard, get promoted, lead a team, move to senior roles. It's a story that Gen Z seems to rewrite. According to the recent survey conducted by global recruitment firm Robert Walters, there is a shift in preferences that many employers probably did not see coming.

In fact, 52% of the professional members of Gen Z don't want to take up middle management positions. That brings another popularly known emerging term: conscious unbossing. It simply reflects the choice not to be a manager, not for lack of talent or hard work but because success is perceived differently.

Being the boss isn't the goal anymore.

The generation has watched as many of their older colleagues in middle management level jobs have had to put up with long hours and restructuring, along with people problems, and a great number seem to think that it's just not worth it. A survey by Robert Walters underlines the fact that 69% of the workforce from Gen Z consider middle management jobs to be high stress and low reward, which influences how they actually think about the future.

Many also prefer roles centered on their own work. The same survey points out that 72 percent of the employees in Generation Z want to grow as individual contributors; thus, they want to build skills, strengthen their expertise, and work with independence. Leading a team is not always part of the plan.

Dual career tracks are one option. This means employees can progress either as managers or as experts with no requirement to supervise others. Giving younger employees responsibility for projects early in their careers is another idea. It's not a flight from leadership but a search for leadership, which may not be about people management. What actually matters to Gen Z is influence by knowledge, creativity, and results; this is the kind of thing that benefits organizations. The future of careers is flexible. If you are planning your career, this moment offers room to think. Success may not appear the same for everyone. Some may enjoy team building and coaching. For some, deep focus on a skill might work best. You can also go ahead and ask during an interview or internship how growth is designed at the organization. Is there a route that promotes and rewards your strengths? Are you able to lead through your work independently without necessarily managing a team? In India, the typical view is that a manager title is proof that one has grown within a family or workplace. Students may find themselves needing to explain why another path suits them better. The nature of work is changing in every sector. Hybrid work, short project roles, and startup cultures all give new meanings to the idea of progress. From climbing ladders to building them. The career ladder is slowly turning into a set of choices. Gen Z is asking a simple question: "Do I need to be a boss to succeed?" The survey by Robert Walters suggests that many feel the answer is no. Organisations that can recognize this shift early will tap into new forms of leadership. Students who understand these changes can plan careers that match what they truly want. This trend does invite both sides to rethink the structure of work. The next generation is not avoiding ambition; it is choosing a different shape for it.

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Bio: Nibedita is an independent journalist honoured by the Government of India for her contributions to defence journalism.She has been an Accredited Defence Journalist since 2018, certified by the Ministry of Defence, Government of India.  With over 15 years of experience in print and digital media, she has extensively covered rural India, healthcare, education, and women’s issues. Her in-depth reporting has earned her an award from the Government of Goa back to back in 2018 and 2019. Nibedita’s work has been featured in leading national and international publications such as The Jerusalem Post, Down To Earth, Alt News, Sakal Times, and others