The allure of the corner office is fading. While leadership roles traditionally promised higher salaries and greater decision-making power, a growing number of professionals are now rejecting these positions in favor of their well-being and private lives.
The Growing Gap in Leadership
Data indicates a significant struggle to fill management roles. In 2025, an average of 28,180 leadership positions in Germany remained vacant, a figure that has doubled since 2015.
A study by the Competence Center for Securing Skilled Labor (Kofa) reveals that only 14 percent of employees are willing to take on leadership responsibilities. Many view these roles as burdens rather than rewards.
The Cost of Command
The reasons for this decline are rooted in the high personal cost of management. Many employees cite extreme workloads (77 percent), excessive responsibility (75 percent), and a loss of private life (73 percent) as primary deterrents.
Personal expert Jörg Buckmann suggests that the financial incentives are often insufficient. He notes that a slight increase in pay frequently does not justify the added responsibility and the resulting decline in work-life balance.
Mental health is also a critical factor. A survey of therapists in Basel found that middle managers frequently seek therapeutic help, often due to the “sandwich position” they occupy between staff and upper management.
Real-World Struggles in Management
For some, the reality of leadership feels more like social work than business management. One former manager, R. (41), described himself as a “free therapist” for his employees, struggling with a chaotic daily business and staff who offloaded personal problems onto him.
In the gastronomy sector, the pressures can be even more severe. Anna (48), a former restaurant manager, reported that she had only one week of vacation per year during some periods, while simultaneously managing the challenges of childcare without nearby family support.
The technology sector faces its own set of pressures. Dominik (35), working in IT middle management, highlights a “Silicon Valley mentality” characterized by massive overtime, constant availability, and a demand for 120 percent performance, exacerbated by the demands of AI.
Gender Disparity in the Boardroom
Despite the general decline in interest, leadership remains heavily skewed by gender. In 2024, only 29.1 percent of leadership positions in Germany were held by women, totaling 540,000 women compared to 1.32 million men.
This rate is notably lower than the European Union average of 35.2 percent. While countries like Sweden have reached a female leadership share of 44.4 percent, Germany’s progress has stagnated, showing almost no change since 2014.
Looking Ahead
To attract new talent, companies may need to implement more flexible leadership models and offer higher financial incentives. If the current trend continues, the gap in leadership positions could potentially widen, which may lead to significant disruptions in business processes.
Organizations might be forced to redefine the role of the manager, shifting away from high-pressure “sandwich” positions toward more supported and sustainable leadership structures.
Frequently Asked Questions
Why are fewer people aspiring to leadership positions?
The primary reasons include high workloads, excessive responsibility, and the fear of losing their private life. Many feel that the financial increase does not justify the added stress.
What is the “sandwich position” in management?
The “sandwich position” refers to middle managers who are caught between the demands and expectations of the top management and the needs and complaints of their employees.
How does Germany compare to the EU regarding women in leadership?
Germany is below the EU average. In 2024, 29.1 percent of leadership positions in Germany were held by women, while the EU average was 35.2 percent.
Would you accept a promotion if it meant a higher salary but significantly less free time?
