Inflated Job Titles for Gen Z: Empowerment or Derailment?

by Mohammad Osama

Published Feb 3, 2025

There’s a growing trend of young professionals sporting impressive job titles early in their careers. But are these titles deserved, or are they simply inflated? Do they empower Gen Z employees, or could they potentially derail their career paths?

The Reality Behind the Titles

The core issue isn’t necessarily the inflation of  job titles in itself, but rather whether those titles accurately reflect the roles and responsibilities they represent.

Gen Z employees are known for their entrepreneurial spirit. They want to have a voice in company decisions and make a tangible impact. While their input is valuable and can foster a sense of ownership, it’s crucial that their responsibilities are clearly defined and understood. Companies need to ensure that these young professionals understand how their contributions fit into the bigger picture, regardless of their job title.

When Titles Align with Responsibilities

If a Gen Z employee is truly “heading up” HR for a small startup, then “Head of HR” is a fair title. Similarly, if titles are inflated consistently across the board within a company, it can be acceptable.

Using these titles can also be a way for companies to empower Gen Z employees and give them a greater sense of responsibility and ownership. After all, being called “Head of…” or “Director of…” can be quite motivating.

The Challenge of Future Growth

The main challenge with inflated titles is that companies may quickly run out of titles to offer as these young employees grow and develop. It’s essential to strike a balance and ensure that titles are meaningful and sustainable in the long run.

Finding the Right Balance

While inflated titles can be a double-edged sword, when used thoughtfully and responsibly, they can be a tool for empowerment and motivation. The key is to ensure that titles accurately reflect roles and responsibilities and that there’s room for future growth and development.

My tips for companies when assigning job titles to Gen Z employees:

• Ensure titles accurately reflect roles and responsibilities.
• Clearly define and explain accountabilities.
• Detail how the employee’s contributions fit into the company’s overall vision.
• Strike a balance between empowerment and realistic expectations.
• Maintain consistency in job titles across the company.
• Consider the potential for future growth and development within the company structure.