The problem is rarely related to salary levels; other factors have proven to be more significant.
The role of a manager is clearly losing its appeal for many German workers, with common complaints citing excessive workloads, too much responsibility, and a lack of personal life. Last year, the German economy lacked more than 28,000 managers—double the figure recorded in 2015. These findings come from a study by the Competence Centre for Securing Skilled Labour (Kofa) at the employer-affiliated German Economic Institute. Study author Regina Flake noted that this is a critical issue for many companies because “unfilled management positions often have particularly serious consequences for business processes.”
Reasons: Excessive Responsibility and Lack of Personal Time
According to a representative survey of over 3,100 non-managerial employees, only one in seven (14 percent) could imagine transitioning to a management position if offered by their employer. Another 40 percent would consider it only under certain circumstances, while 43 percent reject managerial tasks outright. The willingness to lead is slightly stronger among men.
The reasons for refusal are clear: respondents fear an additional workload (77 percent), are reluctant to take on more responsibility (75 percent), and fear they will not have enough time for their personal lives (73 percent). For many respondents, the salary increase seems insufficient, and they also fear that their relationships with colleagues might suffer (48 percent in both cases). According to Flake, management positions have lost their luster because status and privileges mean less than they once did: “An offer to take on a leadership role is no longer automatically perceived as a reward.”
Advice for Firms: More Flexibility and Support
When employees do show interest in the manager’s chair, it is most often driven by the desire for a higher salary (95 percent). Influence and the freedom to make decisions are also major factors (85 percent), with many valuing the opportunity to develop their own leadership style.
Should companies simply pay managers more? Regina Flake believes this is not the answer. Instead, management roles must become more compatible with private life. Women and part-time employees, in particular, would be more inclined to take on leadership roles if they offered more flexibility, such as part-time management or remote work options.
Additionally, companies could ease the transition into management by offering employees deputy positions or providing mentors and coaches. Flake explained: “Many employees avoid management because they fear being thrown into the deep end.”
Source: dpa
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