The job market in Kenya is undergoing a significant shift, particularly driven by Generation Z—the infamous Kenyan Gen Z employees.
This generation, born roughly between 1997 and 2012, is entering the workforce with high expectations but often finds themselves leaving their 9-5 jobs shortly after being hired. What drives this trend?
We explore some of the complicated reasons behind these early exits and look at the broader implications for the Kenyan job market.
The Reality of Youth Unemployment
In Kenya, youth unemployment is a pressing issue. According to the Federation of Kenya Employers, approximately 67% of individuals aged 15 to 34 are unemployed.
This statistic paints a grim picture of the job landscape, where approximately 500,000 graduates enter the market each year, competing for limited opportunities.
Many young people find themselves in a problem: they are educated yet unemployed or underemployed. There is a paradoxical disconnect between education and employment in Kenya, which has serious implications.
Graduates often find that their degrees do not translate into viable job opportunities. As a result, many Gen Z employees leave jobs quickly after being hired, seeking better prospects elsewhere or opting for freelance work that offers more flexibility.
Shifting Values and Expectations
Gen Zers are characterized by their desire for meaningful work.
Unlike previous generations, who prioritized job security and steady income. Many young Kenyans are searching for roles that align with their values and aspirations.
A recent survey by Odipodev and Africa Uncensored among 1,300 Kenyans aged 18-27 revealed that 70% of respondents expressed a preference for jobs that contribute positively to society. This reflects a significant shift in priorities compared to previous generations, who often prioritized job security and steady income over personal fulfillment.
This desire for purpose often conflicts with entry-level realities in Kenya. Many positions offer low pay, averaging around KES 30,000–50,000 per month, with limited growth opportunities.
Young employees also sometimes feel their work lacks significance or doesn’t match their personal values. Increasingly, they look elsewhere for fulfillment.
Seeking to Attain Work-Life Balance
The traditional 9-5 work model is also viewed as outdated by Gen Z. Many young employees prioritize work-life balance and mental health over rigid job structures.
They have witnessed the toll that overwork and low pay can take on well-being, particularly from their parents and older siblings, which is forcing many to reevaluate their professional lives.
A significant number of Gen Z workers report feeling overwhelmed by the demands of conventional office jobs. They seek environments that offer flexibility—whether through remote work options or adaptable hours—allowing them to maintain a healthier balance between their professional and personal lives.
A Skills Gap and Its Role In Early Job Exits
Top employers frequently report difficulties finding candidates with the necessary skills for open roles.
Despite obtaining certifications and qualifications, many Kenyan Gen Zers face a skills mismatch upon entering the workforce.
A study by the International Labour Organization (ILO) highlights that this gap leads to higher staff turnover and lower job satisfaction, especially for young employees who feel unprepared and unsupported.
Such mismatch is especially evident in Kenyan technology and engineering sectors, where rapid advancements outpace curriculum updates. Consequently, many graduates feel ill-equipped for their jobs, leading to frustration and early departures.
Seeking Better Opportunities Abroad
With limited opportunities at home, some young Kenyans are also considering careers abroad. These young people express a willingness to relocate in search of better employment prospects and working conditions.
The allure is fueled by the government, and stories of friends or family members who have found success overseas—where salaries are higher and opportunities more abundant.
However, this trend poses challenges for Kenya’s economy, as it risks losing talented individuals who could contribute to local development. The brain drain phenomenon highlights the urgent need for reforms that create attractive job opportunities within the country.
Calls For Change Towards Brighter Futures For Young Kenyans
The struggles of Gen Z employees in Kenya highlight deeper issues in the Kenyan labor market and education system.
High youth unemployment, skill mismatches, evolving work-life balance expectations, and pursuit of meaningful jobs drive early job exits.
Employers and policymakers must understand these dynamics. Fostering environments that emphasize skill development, flexibility, and meaningful engagement can help support young professionals.
Addressing these challenges requires listening to Gen Z’s needs and adapting our approaches. This way, we ensure they find not just jobs, but fulfilling careers in Kenya’s vibrant economy.
Also Read: Path to Riches 2024—Entrepreneurship Overtaking Politics in Kenya