According to a recent article by Becker’s Healthcare, Gen Z is more interested in becoming managers than Gen X, Millennials, or Boomers.
The generation most ready to step up
According to a recent article by Becker’s Healthcare, Gen Z is more interested in becoming managers than Gen X, Millennials, or Boomers. That’s a shift from the narrative we’ve heard for years — that they value flexibility and work–life balance over stepping into management.
Overall, fewer than 30% of U.S. employees without management experience say they want to move into a leadership role in the next few years, according to Becker’s. A survey of 5,815 professionals, conducted between June 14 and July 25, found that just 28% of non-managers expressed interest in becoming managers.
One generation stood out: Gen Z led all cohorts, with 38% saying they want to become managers — higher than Millennials (36%), Gen X (29%), and Baby Boomers (14%).
This interest from younger professionals is striking, given how often research and workplace narratives have painted Gen Z as prioritizing flexibility, work–life balance, and purpose over leadership. It may signal a shift in ambition — or at least a recognition that management roles can offer influence, impact, and career growth when aligned with their values.
Managing across five generations isn’t business as usual
This enthusiasm comes at a time when the demands of leadership are shifting. Gallup’s State of the Global Workplacereport shows that manager engagement has dropped globally — from 30% in 2023 to 27% in 2024. A contributing factor may be that leading a multigenerational workplace — which now spans five distinct generations — demands new skills, and many managers are scrambling to uplevel the competencies needed to be highly effective in guiding today’s incredibly diverse teams. And this is exactly the landscape Gen Z will inherit if their ambition to lead becomes reality.
The multigenerational challenge ahead
If Gen Z’s interest translates into action, organizations could soon see a growing number of early-career managers leading teams that span three or even four generations. That can be an opportunity — or a friction point — depending on how well these leaders are prepared.
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Communication styles can clash.
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Workplace values may conflict.
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Trust and credibility must be earned across age groups.
For organizations, this isn’t just a generational shift — it’s a leadership readiness test. Gen Z may bring energy, fresh perspectives, and ambition, but without intentional development, they’ll be navigating some of the most complex team dynamics in modern workplace history. Now is the time to equip them with the skills to bridge differences, foster trust, and turn generational diversity into a competitive advantage.
How to prepare the next wave of leaders
At Elevated Collective, we know that ambition alone isn’t enough — emerging leaders need the tools, confidence, and real-world strategies to succeed in today’s most complex leadership environment.
Our comprehensive leadership and multigenerational development journeys take a strategic approach to preparing managers for today’s complex workplace. Through a blend of experiential learning, coaching, and real-world application, we equip leaders to:
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Build trust and credibility across all generations.
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Bridge communication and work-style differences with ease.
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Turn generational diversity into a measurable performance advantage.
The data is clear: while fewer employees overall aspire to management, the next generation is stepping forward. The real question is whether organizations are ready to give them the preparation they need — before they step into the role.
If your organization is ready to invest in its future leaders, we’d love to explore how we can help.