Half (50 per cent) of Canadian generation Z workers say they’d prefer a senior role that doesn’t involve people management, compared to 44 per cent of generation X, 42 per cent of millennials and 19 per cent of baby boomers, according to a new survey by Robert Half Canada.
“It may reflect the fact that gen Z entered the workforce at a time when work-life balance and flexibility were receiving more focus than ever before, factors that continue to shape their career decisions,” says David Bolton, senior regional director at Robert Half.
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The survey, which polled more than 800 employees, found fewer than three in 10 (28 per cent) employees across all generations said they’d prefer a senior role involving people management. Among these employees, two-fifths (39 per cent) of gen-Zers agreed, compared to just 34 per cent of millennials, 22 per cent of gen X and 15 per cent of baby boomers.
For many of those who choose not to pursue people management roles, it’s about preserving work-life balance or continuing hands-on work they find fulfilling, says Bolton, noting just one in five cited leadership skill gaps or discomfort with responsibility.
Among employees drawn to leadership roles, 55 per cent cited the opportunity to mentor and lead others as their main reason for pursuing people management roles. Just a third (32 per cent) cited the possibility of increased pay as a motivating factor.
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“They also want to help their teams grow and contribute to the business in a more strategic way,” he says. “Career progression, influence and compensation are also key motivators.”
Employers can encourage work-life balance for managers by reframing what leadership looks like, including setting boundaries, creating realistic workload expectations and ensuring new managers aren’t taking on more than they can sustain.
“Providing strong mentorship, delegation tools and time-management training can help,” says Bolton. “It also comes down to culture. When leaders model balance themselves and normalize time off, flexibility and asking for help, it sets the tone for others. Creating people-first leadership environments is how companies can retain talent, avoid burnout and make management roles more appealing.”
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