Conscious unbossing: Why Gen Z is avoiding leadership roles and what businesses can do about it

There’s a new trend shaking up workplaces across Australia and beyond: conscious unbossing. Simply put, young workers—particularly Gen Z—are increasingly opting out of middle-management roles. Unlike previous generations who viewed climbing the corporate ladder as a mark of success, many Gen Z professionals are saying, “No thanks” to the added stress and responsibility. But what’s behind this shift, and what does it mean for businesses trying to attract and retain talent? Let’s break it down.

Who is Gen Z and what makes them tick?

Born between 1997 and 2012, Gen Z is the first generation to grow up entirely in the digital age. Constant connectivity has shaped their worldview, along with major global events like the COVID-19 pandemic and climate change. In Australia, Gen Z now makes up roughly 20% of the workforce and is expected to account for 30% by 2030. They’re digital natives, socially conscious, and highly value mental health and work-life balance.

But here’s the kicker: Gen Z is also more likely than previous generations to experience anxiety and depression. According to Beyond Blue, around 39% of young Australians aged 16-24 have experienced a mental health condition in the past year. Combine this with the pressure of modern work life, and it’s no surprise that many are hesitant to take on roles that come with additional stress.

Why is Gen Z saying no to management roles?

Unlike Baby Boomers and Gen X, who often associated career progression with titles and promotions, Gen Z is more focused on personal growth and well-being. A recent survey by Robert Walters found that 52% of Gen Z workers in the UK have no interest in middle-management roles, citing high stress and low rewards as key deterrents. While Australian-specific data is still emerging, the trend is clearly visible here as well.

Social media plays a big role in shaping these attitudes. Trends like “lazy girl jobs” (low-stress, high-pay roles that prioritise work-life balance), “hating your boss,” and the broader anti-work movement are gaining traction online. Pop culture is also fuelling the shift, with influencers promoting self-help, positive psychology, and the idea that personal happiness should come before professional ambition. As a result, many young workers view management roles as more hassle than they’re worth.

My hot take: It’s about mental health and responsibility

Let’s cut to the chase. Gen Z’s reluctance to take on management roles isn’t just about chasing an easier life—it’s about protecting their mental health. With anxiety and depression more prevalent among this generation, the added stress of managing people can feel overwhelming. Plus, social media has normalised the idea that it’s perfectly acceptable to opt out of traditional career paths. But while this shift might make sense on an individual level, it poses a challenge for businesses that need strong leaders to thrive.

How businesses can attract young talent with a strong work ethic

So, what can businesses do to attract Gen Z employees who are hardworking, reliable, and willing to grow into leadership roles? Here are some practical tips:

1. Look for early work experience: Young people who started working at 14-16 years old often develop a strong work ethic and sense of responsibility. When recruiting, prioritise candidates with a consistent work history that started from a young age. (Hot top- if you have kids get them into the workforce as early as possible) they will stand out later when trying to crack the job market!
2. Consider rural backgrounds: Individuals from rural or country areas often grow up with strong values, a solid work ethic, and a practical approach to problem-solving. Don’t overlook the country kids. I have used this strategy myself in my own business and it has proven to work time and time again.
3. Use recruitment testing to assess work ethic and reliability: Not all candidates will have a long resume, but testing can help identify those with the right mindset. At HR Gurus, we recommend two key assessments that measure work ethic, reliability, and other essential traits. These tools have proven to help businesses hire employees who are committed, dependable, and motivated to succeed. We have used this strategy with thousands of our clients and it works. I have always said you cannot train someone how to have the right attitude. These tests will help you sort the wheat from the chaff, and we can help you get hiring right from the start. We also recommend testing your star performers to set a benchmark.

By focusing on these factors, businesses can find and develop young talent who not only fit their culture but also have the potential to grow into future leaders. Want to learn more about how our recruitment tests can help your business? Get in touch with HR Gurus today and let’s build your next generation of high-performing employees.