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NextGen Magazine

 
 

Author Tells the Secret of Getting Ahead Without Climbing the Corporate Ladder

By:
Karen Sibayan
Published Date:
Oct 24, 2024

iStock-538324564 CFO Chief FInancial Officer Signing Paperwork

Author Bryan Robinson, writing for Forbes, highlights the "unbossing trend" that corporate America and Gen Z professionals seem to see eye to eye on. He said that they have a common disregard for valuing middle management positions, although for different reasons.   

He cited the case of Novartis, which is actively “unbossing” its employees. The shift in management style is part of a development initiative Novartis calls the “unbossed leadership experience.” Novartis built this initiative on the idea of removing old-fashioned management hierarchies and on the belief that industrial-era approaches cannot meet the challenges faced by its leaders. 

Robinson is the author of 40 nonfiction books, including “Chained to the Desk in a Hybrid World” and “#Chill: Turn Off Your Job and Turn On Your Life.” 

Reflecting on the pros and cons of this workplace phenomenon, he said that multiple experts agree that even if there are short-term pitfalls to overcome, the trend of “unbossing” can be rewarding. Gen Zers also have a name for this trend: "conscious unbossing.”  

He also pointed to the remarks by Avery Morgan, chief communications officer at writing service EduBirdie, who told him that “conscious unbossing” among Gen Z is redefining professionalism in the current workplace environment as the generation rejects middle management roles, believing that these traditional hierarchies are less crucial to their long-term aspirations. 

“Work-life balance is a top priority for this generation, and for good reasons,” Morgan noted. “Middle management often means extra overtime and routine tasks that offer little in terms of bonuses or meaningful growth.” He added that this is why Gen Z is focusing on well-being and the smarter use of their time instead of climbing the corporate ladder.  

Morgan suggested five ways Gen Z can remain professional without climbing the career ladder, even when they don’t want anything to do with middle management: 

• Defining success by results instead of hours. Morgan noted that the common belief that staying late means dedication needs to be updated. Gen Z managers can prove their worth by focusing on efficiency and innovation. Instead of settling for just doing the bare minimum, tell the staff to utilize modern tools and strategies to streamline processes and improve outcomes.   

• Say no confidently while offering value in return. Morgan said older coworkers could view refusing to take on extra work as laziness, but it’s not that. It’s about setting boundaries while being committed to the work. The key is to explain the reasoning and offer an alternative solution when declining a task.  

• Show flexibility as a team benefit. Coworkers may misinterpret the desire for flexibility as a lack of discipline but shift this narrative by calling for flexible work in an advantageous way to all staff. Morgan said instead of simply taking advantage of remote work or shorter hours, demonstrate how flexibility can enhance overall productivity. 

• Seek mentorship with a clear purpose. Morgan said that not aspiring to be a middle manager does not mean isolating yourself from the experience older colleagues bring to the table. Instead, seek out mentorship with a clear purpose by leaning on the industry insights of more mature coworkers and understanding how they navigate tricky situations.  

 • Focus on impact, not titles. Morgan said that despite the lack of interest in climbing the ranks, focus on aligning work with the firm’s larger objectives rather than pursuing promotions. Think of areas where an impact can be made to push the business forward.