Next year, your manager at work could look a little different since for the first time, more Gen Zers are entering management positions, according to a new Glassdoor report on worklife trends in 2025.
Since the oldest members of Gen Z (those born between 1997 and 2012), will be 28 years old in 2025, some have had nearly a decade of experience in the workforce. They also make up just under 20 percent of the workforce, and based on these trends, one in 10 managers in 2025 will be Gen Z, Glassdoor said in its report that was published earlier this month.
“The myth that Gen Z is less active and not as motivated as prior generations is just that, a myth,” Alex Beene, a financial literacy instructor for the University of Tennessee at Martin, told Newsweek. “The reality is we’ve seen those in Gen Z that are top employees in terms of productivity and performance be every bit as good as prior generations. It’s no surprise to see some of them already entering into management roles.”
Not all of the Gen Z promotions will come down to talent, though, Beene said.
“Since the pandemic, we’ve seen a workforce constantly in flux, and what that equates to for Gen Z at some employers is as long as you simply show up and do the work, you could find yourself moving more rapidly into a leadership role,” he said. “Many of these Gen Z managers are excelling perhaps even more so than past generations because of their ability to navigate through technological challenges better than their older peers.”
Recent surveys have found hiring managers are skeptical of the younger generation’s ability to navigate a workplace environment.
A recent Freedom Economy Index report conducted by PublicSquare and RedBalloon discovered 68 percent of small business owners said Gen Zers were the “least reliable” of all their employees. Meanwhile, 71 percent said these younger workers were the most likely to have a workplace mental health issue.
Beene said these concerns are mostly stereotypes.
“The fear by some is overblown,” Beene said. “Gen Z is proving they’re going to handle management roles just as effectively as those of other eras.”
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As managers, HR consultant Bryan Driscoll said Gen Z is poised to disrupt the status quo.
“This is a generation unafraid to call out what doesn’t work, whether that’s outdated hierarchies or workplace policies that prioritize profit over people,” Driscoll told Newsweek, adding that Gen Z is more likely to emphasize mental health and diversity, equity and inclusion.
“This of course assumes Gen Z broadly keeps to these morals and doesn’t abandon them with an “I got mine” attitude,” Driscoll said. “Gen Z knows firsthand what burnout looks like and hopefully won’t perpetuate it as managers.”
Next year could also hold some switch ups in the labor market, as almost two out of three professionals said they feel “stuck” in their current roles, according to Glassdoor’s report. This was particularly higher among tech workers, who said they felt stuck 73 percent of the time.
Women also had a higher likelihood of feeling workplace dissatisfaction, with 68 percent feeling stuck compared to 62 percent of men.
“Many employees feel trapped in their current roles,” Beene said. “Normally, when you feel overworked and underpaid, you seek other opportunities. However, with inflation pushing everyday expenses up dramatically and some employers cutting back on new hires over the last year, it creates a scenario where these employees feel stuck.”
Beene said next year’s labor market will ultimately decide whether these feelings trigger a chain of resignations in 2025.
“If contractions continue to occur in certain industries, odds are they stay put,” Beene said. “However, if we do start to see hiring accelerate, we could see a mass exodus of employees hopping from one employer to another.”
Driscoll added that the feelings by employees reflect a systemic problem related to companies’ lack of meaningful career development as they offer “superficial perks” instead of real growth opportunities.
“Employees are not complacent,” he said. “They’re calculating. Workers are watching the labor market closely, and if companies don’t step up with pathways to advancement, fair pay, and inclusive cultures, workers will step out when they’re able.”
