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HomeAus aller WeltOverwhelming Pressure: Gen-Z Employee Takes Leadership Role and Craves Return Immediately

Overwhelming Pressure: Gen-Z Employee Takes Leadership Role and Craves Return Immediately

The 28-year-old Wendy told “Business Insider” that when she was recently offered a promotion to the middle management, she was torn. She didn’t know what would be expected of her or what her role would entail. At the same time, the offer sounded enticing.

“In my mind, I thought, ‘Great, fantastic, this is a step up, it looks good on my resume,’ and blah, blah, blah,” says Wendy. “But when I really thought about it, I realized that I was doing much more and not even getting more money. I felt like I was unnecessarily stressing myself out.”

Wendy: “I’d rather go back to what I was doing before!”

In no time, she realized that the job didn’t suit her. Things that were truly important to her – leisure, sports, friendships, and relationships – had completely fallen by the wayside.

“It just didn’t make sense to me,” Wendy tells “Business Insider”. “I’d rather go back to what I was doing before, to have less stress and just get paid for what I was doing.”

Social Media Showed Wendy That Her Feelings Are Valid

To find out if she was being overdramatic about her situation, or if her feelings were valid, she looked on social media, Wendy says. It “opened her eyes,” when she saw how many other people her age were complaining about the same things.

That gave her reassurance, objective confirmation. She told herself, “OK, I’m not crazy. What’s happening to me is not dramatic or crazy, and I’m not overthinking it too much.”

Wendy and Gen Z Prefer Skipping Middle Management Altogether

Ben Voyer, a professor at ESCP Business School and founder of the Gen Z Observatory, is a Generation-Z and work expert. According to his research, Wendy’s situation is far from an isolated case within Gen Z. In fact, Gen Z often sees middle management as a kind of burdensome “waiting room.”

“In middle management, you’re entering a leadership position for the first time, which can also be a hurdle,” says Voyer. “Many members of Gen Z prefer to directly aim for a top position.”

As a result, many Gen-Z students dream of starting their own “business” to skip the annoying “hurdle” of middle management and immediately exert influence.

Generations Clash in the Workplace and Misunderstand Each Other

Generation Z, born between 1995 and 2010, often encounters misunderstandings and criticism from older colleagues regarding their work ethic. While older generations, such as Baby Boomers and Generation X, often pursue a traditional work attitude with a clear focus on long-term and company loyalty, Generation Z tends towards more flexible approaches. They prefer work environments that promote innovation, creativity, and a balanced work-life ratio.

Conflicts arise when traditional values meet modern preferences. Older employees often interpret Gen Z’s appreciation for flexible working hours and remote work as a lack of commitment or work ethic. On the other hand, Generation Z perceives rigid working hours and hierarchical corporate structures as outdated and restrictive.

A key to bridging this gap lies in mutual understanding and adaptation. Companies that integrate both traditional and modern work practices can benefit from the strengths of both generations.

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