In recent years, something surprising is happening among those who occupy management positions in companies: many leaders no longer want to continue promoting or change companies and prefer to return to find motivation in his own position.
The latest report ‘2025 Workplace Engagement Report’ made by Kahoot! points out that 46% of the managers consulted would be willing to leave their position in the company simply to feel comfortable again. committed to his daily work. This trend coincides with an environment in which motivation and a sense of purpose are becoming a priority for employees.
Being in a thousand things, but not being in any. One of the effects of “hustle culture” is that excess workload or responsibilities overshadows the real motivation for the work being done, creating a kind of abstraction among those who lead teams. The data obtained by Kahoot! They point out that only 47% of the leaders surveyed consider themselves “completely involved” in their work, although 79% believe that their team sees them as having sufficient energy.
As and how they stand out in Inc.comthis contrast shows that the disconnection begins with the managers themselves and can filter down to the rest of the employees. Furthermore, more than a quarter of leaders have thought about resigning during the last year.
Burnout and demotivation in record numbers. The appearance of burnout (emotional exhaustion from work) is especially common among those who manage teams: 34% of those who occupy these positions acknowledge feeling exhausted daily or suffering from this exhaustion frequently. The report ‘State of the Global Workplace 2025’ prepared by the consulting firm Gallup confirms this trend, with a drop to 27% in manager commitment.
In this context, it is striking that only 17% of companies offer their leaders the tools they consider useful to keep motivated of your team. 57% have never received adequate leadership training to re-involve their colleagues when the first symptoms of demotivation appear or tension increases. Only 38% admit that they have only received partial training. Given this, 40% of those responsible say that they would resign from their role as head of the team if it guaranteed that employees were committed again.
Feel useful and valued. In recent months, a good part of the layoffs in large companies have been aimed at intermediate positionswhat have they seen underestimated his work within companies. Therefore, most managers are not asking for a raise or more power, but for something much more important to them: 69% indicate that what they need to feel more involved is to have their work recognized. In fact, the lack of recognition appears as the main element that 21% of these professionals miss.
On a personal level, the managers surveyed for the Kahoot! say they would regain engagement if their days had more energy, creativity or fun (58%), more opportunities to learn and grow (52%) or better technology to connect with the team (48%). What all of this data reflects is that managers no longer aspire to just be promoted, but rather to more real and tangible jobs that allow them to be more creative and develop their skills.
Bosses looking for a new role. Faced with these challenges, more and more organizations are criticizing rigid hierarchy models, valuing more those who facilitate work and encourage creativity from any position, regardless of the position. “If leaders are willing to trade their title for the opportunity to feel engaged, this is a sign of something deeper,” said Eilert Hanoa, CEO of Kahoot! in the report.
According what was published According to Inc.com, today’s leaders prefer to act as companions to their teams, more attentive to the real work than to the office or the corporate hierarchy. The flexible structures they start to gain strengthpossibly driven by the arrival of generation Zencouraging the exchange of ideas and the active participation of the entire team in decision-making.
Image | Unsplash (Vitaly Gariev)
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