Critics say the fallout from a flat corporate structure could mean less guidance and more pressure from the top, but there are benefits too, according to recruitment experts. One of them might be it Gen Z employees will do their jobs better.
Sophie O’Brien, Gen Z recruitment expert and founder of recruitment agency Pollen Careers, told the US edition of Business Insider that the middle manager’s role is to effectively “micro-manage young people”.
“In fact, there is evidence to suggest that it is unproductive and limits people’s learning potential,” she said. — A team develops best when people have autonomy and autonomy Freedom to fail – I explained.
O’Brien stressed that new employees are often better equipped to identify problems with a company’s traditional ways of working, which can help change the structure to a more efficient one. The expert added that the lack of micromanagement based on scrutiny of their work may benefit Generation Z, who do not feel the need to be “spoon-fed.”
O’Brien said managers can have a “detrimental impact” on Generation Z’s productivity, especially if it’s their first job.
“It can make them feel frustrated, start to doubt themselves and stop engaging in their work,” she said. — If their idea is constantly corrected or rejected, it is natural for them to lose interest in their work – she added.
The lack of multiple layers of management will give Gen Z “greater autonomy and flexibility,” O’Brien says, “and this can encourage them to be more confident, creative and take full responsibility for their work.”
Read also: Generation Z wants to get dirty at work. Vocational education is thriving in the United States
How do I do it right?
People skeptical of laying off middle managers say it could mean younger workers don’t get the guidance they need to climb the career ladder.
However, O’Brien says problems can only arise if companies do not handle change properly.
One way to ensure that young employees feel supported is to offer mentoring programs, thanks to which they can communicate with people from different teams with different levels of responsibility.
See also: They mainly work for money and constantly depend on the help of their parents. Here is a photo of Polish people in their 30s and 40s
They should also be introduced to the leadership team to be visible within the company, O’Brien added.
“This not only benefits younger employees, but mentors as well,” she said.
“We now live in a professional world where four generations work together, and the generation gap has never been greater,” she explained.
O’Brien emphasizes that creating space for more conversations between people at all levels “can contribute to greater empathy, understanding and a better culture.”
According to O’Brien, reverse mentoring can also help integrate an organization by giving younger employees exposure to different senior employees and leaders so they don’t get stuck with a “bad boss.”
It’s generally a matter of “trial and error” and “making bold decisions,” O’Brien says.
“Even just making a change and adopting a growth mindset as a company can have positive results, even if you fail, because it shows that you want what’s best for people and that you won’t stick to the status quo,” she said.
Read also: The great purge of middle management positions
Eliminating bosses can affect everyone
Although Millennials are currently in the firing line, the removal of the Great Boss could impact everyone. So it may be a warning sign for those who rush, give up silently, or are simply doing something wrong.
Cutting middle managers “reduces the time and cost needed to upskill and develop them into effective leaders,” Katherine Remsha, a management professor at the University of Massachusetts Lowell, told BI.
According to Rimsha, companies are reducing the number of executives to “eliminate underperforming talent,” “while promoting next-generation leaders to help develop those people and control financial performance.”
According to Joe Camperato, CEO of fintech firm National Business Capital, it’s all about who benefits and who doesn’t.
“If you want to protect your job, don’t just focus on the job title or job description,” he said. “Focus on what really benefits your company, department or team, and do your best to make that happen,” he added.
Workers of all generations, from Boomers to Generation Z, need to advance, “especially as technology advances,” Camperato said.
“You have to embrace change and new technology to continue to benefit your company and your position,” he said. “If you don’t do that, you risk becoming unemployed,” he said.
The text is a translation from the American edition of Business Insider magazine.
Translated by: Matthews Albin
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