Unleash & Thrive: Mindset, Growth, and Leadership

Dear Africa, Gen Z Has a Message for Your Workplaces

• Reena Gore • Season 5 • Episode 2

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 Gen Z isn’t here to fit into outdated molds—they’re reshaping the African workplace on their terms. From mental health and remote work to meaningful leadership and tech integration, this episode explores how Africa’s youngest workforce is driving a cultural shift that employers can’t afford to ignore. 

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SPEAKER_00:

Welcome to the Deep Dive, where we cut through the noise and get straight to the insights you need.

SPEAKER_02:

Yeah, thanks for having me.

SPEAKER_00:

Today, we're plunging into one of the most, well, compelling stories of transformation happening in workplaces right now, especially across Africa. We're talking about the profound impact of new generations stepping in.

SPEAKER_02:

Absolutely. Generation Z, the Zoomers.

SPEAKER_00:

Exactly, the Zoomers, and how their arrival is, well, it's completely reshaping traditional professional environment.

SPEAKER_02:

It really is.

SPEAKER_00:

Leading to some fascinating dynamics and, yeah, maybe a few friction points too.

SPEAKER_02:

It's definitely a genuine shift. Our mission for this deep dive is to really explore the specific workplace expectations of Gen Z, specifically within the African context. We've drawn on quite a bit of compelling research, recent surveys too, particularly focusing on Kenya.

SPEAKER_00:

Okay. Kenya focus. Got it.

SPEAKER_02:

Yeah. And we'll be zeroing in on, I think it's 11 key behaviors Gen Z wishes their African coworkers would just, well, stop doing.

SPEAKER_00:

11. That's quite specific.

SPEAKER_02:

It is. And crucially, we want to dissect why these behaviors matter. You know, how they reflect these much broader shifts in professional culture.

SPEAKER_00:

And it's not just about pointing fingers, right, or highlighting the friction.

SPEAKER_02:

Not at all.

SPEAKER_00:

It's about uncovering those incredible opportunities for positive change.

SPEAKER_02:

Exactly. That's the constructive angle.

SPEAKER_00:

So whether you listening are Gen Z, maybe navigating your first few years in the workplace.

SPEAKER_02:

Or maybe you're an experienced professional working alongside this new cohort.

SPEAKER_00:

Yeah, or simply someone curious about where work is heading. This deep dive is, well, it's specifically for you.

SPEAKER_02:

So... To kick things off, maybe setting the stage. It's important to recognize that Gen Z is rapidly becoming a really dominant force in Africa's workforce.

SPEAKER_00:

Right. The demographic shift is huge.

SPEAKER_02:

It is. And they are true digital natives born into a world of instant information, constant connectivity.

SPEAKER_00:

Completely different starting point.

SPEAKER_02:

Totally. And they naturally bring a very distinct set of expectations about how work should operate. And

SPEAKER_00:

I guess that's often where the sparks fly, isn't it?

SPEAKER_02:

That's the friction. point.

SPEAKER_00:

This generational influx creates a dynamic tension with older colleagues, mostly due to fundamentally differing views on workplace behaviors, preferences.

SPEAKER_02:

That's it. And what's really striking here, as you mentioned, this isn't just like Anecdotal stuff.

SPEAKER_00:

Not just water cooler chat.

SPEAKER_02:

No. These insights are grounded in some pretty comprehensive research surveys conducted right across African workplaces, particularly highlighting experiences in Kenya.

SPEAKER_00:

OK. So real data behind these points.

SPEAKER_02:

Precisely. It's a cultural transition playing out in real time.

SPEAKER_00:

Yeah.

SPEAKER_02:

And it has significant implications for how businesses actually function day to day.

SPEAKER_00:

Okay. So let's get into the heart of it then. These 11 frustrations. You mentioned you've clustered them.

SPEAKER_02:

Yeah. We grouped them into themes to make it a bit clearer.

SPEAKER_00:

Makes sense.

SPEAKER_02:

And the first set really reveals something fundamental about Gen Z's mindset. They're not just about doing things differently. They're challenging the very philosophy of how work gets done. It's like a deep-seated demand for radical efficiency and transparent processes.

SPEAKER_00:

Okay, radical efficiency. I like that.

SPEAKER_02:

So we've grouped these under communication and efficiency first.

SPEAKER_00:

Got it. Communication and efficiency. So what's the first point under that?

SPEAKER_02:

That's spot on. And the first one that really jumps out is Gen Z basically saying, Stop insisting on emails for everything.

SPEAKER_00:

Ah, the classic email debate.

SPEAKER_02:

Exactly. Their perspective is pretty clear.

SPEAKER_00:

Yeah.

SPEAKER_02:

And, you know, not every quick query or informal update needs a formal email trial.

SPEAKER_00:

It's interesting because in many parts of Africa, especially maybe a mobile-first environment like Kenya, Gen Z finds those lengthy email chains just incredibly inefficient, frankly, outdated.

SPEAKER_02:

They really do. They grew up with instant messaging, right? WhatsApp, Telegram.

SPEAKER_00:

Second nature to

SPEAKER_02:

them. Totally. So to them, a quick, hey, can we chat about this project? Message is just far more efficient than drafting a formal email.

SPEAKER_00:

The request to meeting.

SPEAKER_02:

To schedule another meeting. Exactly.

SPEAKER_00:

Yeah.

SPEAKER_02:

Can you maybe give us a concrete example, like a common scenario where this digital preference causes tangible friction.

SPEAKER_00:

Absolutely. Okay. Imagine a project team, right? And they still rely on sending detailed meeting minutes and all the follow-up tasks via

SPEAKER_02:

email. Okay. Standard practice in many places.

SPEAKER_00:

Right. Even for maybe just a quick daily stand-up meeting. Right. Gen Z would probably much rather have, say, a shared task board like Trello or Asana updated in real time.

SPEAKER_02:

Or just a quick chat on Slack or Teams.

SPEAKER_00:

Exactly. And the data we looked at really backs this up vividly. A staggering 78% of Gen Z prefer instant messaging for those quick queries.

SPEAKER_02:

78%. Wow.

SPEAKER_00:

Yeah. It underscores that desire for immediacy. And for them, it's not It's not just like a preference.

SPEAKER_02:

No, it's about productivity.

SPEAKER_00:

It's a productivity imperative. Over half, 52%, find those long email chains actively inefficient.

SPEAKER_02:

Okay.

SPEAKER_00:

They see email as, you know, fine for formal documentation, records, that sort of thing.

SPEAKER_02:

Sure, for the paper trail.

SPEAKER_00:

But not the go-to tool for every single interaction.

SPEAKER_02:

Makes perfect sense. And that desire for efficiency probably leads right into another big frustration.

SPEAKER_00:

Yeah. It does. Pushing back against that phrase, that's how we've always done it.

SPEAKER_02:

Ah. The classic excuse.

SPEAKER_00:

Yeah. Gen Z's perspective is basically just because it's traditional doesn't automatically mean it's efficient.

SPEAKER_02:

This is such a common point of contention, isn't it?

SPEAKER_00:

Absolutely.

SPEAKER_02:

Many African organizations, I mean, like organizations everywhere, right? They maintain practices that maybe worked fine in the past.

SPEAKER_00:

Sure, they served a purpose once.

SPEAKER_02:

But are just far from optimal for today's, you know, much faster business environment. Right. And Gen Z questions these ingrained practices. But it's important to stress, it's usually not out of disrespect.

SPEAKER_00:

No, it's not trying to undermine authority.

SPEAKER_02:

Exactly. It comes from a genuine desire to streamline things, to improve efficiency. It's like having fresh eyes walk into a kitchen

SPEAKER_01:

and

SPEAKER_02:

wondering why you're still using a mortar and pestle when there's a perfectly good food processor right there on the counter.

SPEAKER_00:

That's a great analogy. You know, it reminds me of that old office story, right? Yeah. About the way we always send this report to finance. Even if it means printing out 50 pages just so someone can scan them back into the

SPEAKER_02:

system. Oh, I've seen things like that. It's maddening.

SPEAKER_00:

Gen Z probably sees that and just shakes their head in disbelief.

SPEAKER_02:

You bet.

SPEAKER_00:

So if they're questioning old methods, it's probably no surprise they're also pushing for the tools that enable the new ones.

SPEAKER_02:

Exactly.

SPEAKER_00:

Which I guess brings us to their frustration with resistance to technology and digital tools.

SPEAKER_02:

Indeed. It's almost a natural progression, isn't it? It feels like it. Many older employees, again, in African workplaces just like elsewhere, sometimes show a reluctance, maybe even a fear, of adopting new technologies.

SPEAKER_00:

Yeah. Change can be hard.

SPEAKER_02:

It can. But for digital native Gen Z who basically use sophisticated tools their whole lives. It's just normal. This is incredibly frustrating because they intuitively know technology can solve so many of these workplace inefficiencies, can improve communication, boost productivity. Right. They really want an openness to embrace Our data shows 91% believe these tools genuinely improve efficiency. That's huge.

SPEAKER_00:

91%. That's almost universal belief.

SPEAKER_02:

It is. And they expect investment in modern technology. And what's quite telling I think is Even though 67% are frustrated by outdated systems, a significant chunk, 58%, are actually willing to actively train their colleagues on the new tech.

SPEAKER_00:

Oh, that's interesting. So they're not just complaining. They want to help fix

SPEAKER_02:

it. Exactly. They genuinely want everyone to benefit. It's not about leaving people behind.

SPEAKER_00:

That makes perfect sense. Okay, shall we pivot now to our second major theme? Let's do it. This one is all about trust, merit, and growth. The friction points here, they really seem to speak to a desire for autonomy and recognition based on what you contribute, maybe not just how long you've been there.

SPEAKER_02:

Precisely. That captures it perfectly. And a major one we consistently hear is stop micromanaging every task.

SPEAKER_00:

Ah, the micromanagement issue. Always a sensitive

SPEAKER_02:

one. Always. Gen Z's viewpoint here is pretty straightforward. Just Trust me to do my job.

SPEAKER_00:

In many, let's say, traditional African workplace hierarchies, that constant supervision is often seen as, well, good management.

SPEAKER_02:

It often is, yeah. A way to ensure quality, maintain control.

SPEAKER_00:

Standard operating procedure.

SPEAKER_02:

But for Gen Z, it's interpreted very differently as a profound lack of trust.

SPEAKER_00:

Okay.

SPEAKER_02:

And our research, including some findings from Deloitte, really indicates that Gen Z, actually much like millennials before them.

SPEAKER_00:

Right.

SPEAKER_02:

They prefer autonomy in how they work. not just what they work on. They're very results oriented.

SPEAKER_00:

Okay, so how does that preference for autonomy translate into specific expectations? What do they actually want?

SPEAKER_02:

Well, they want clear expectations and deadlines up front. Absolutely. Your

SPEAKER_00:

clarity is good.

SPEAKER_02:

But then they want the freedom to choose their own working methods to meet those goals.

SPEAKER_00:

Right. Let me figure out the best way.

SPEAKER_02:

Exactly. They prefer regular check-ins, sure, but check-ins that are about progress and removing roadblocks.

SPEAKER_00:

Not about watching over their shoulder.

SPEAKER_02:

Precisely. Not constant oversight of every single step. And their performance, they strongly argue, should be measured by the outcomes, by the results achieved.

SPEAKER_00:

Not just by the hours spent sitting at a desk.

SPEAKER_02:

Exactly. In fact, the data shows 69% specifically want their performance measured by results. It's a real shift from process-focused management to outcome-focused.

SPEAKER_00:

That's a big shift. And it feels like it's not just about how they work, but also how they're perceived.

SPEAKER_02:

Yes, absolutely.

SPEAKER_00:

Which I guess leads us directly to their frustration with colleagues who stop dismissing their ideas because of their age. Their message seems pretty clear. doesn't invalidate my contributions.

SPEAKER_02:

And this point is especially relevant perhaps in cultures that traditionally place a very high value on seniority and respect for elders.

SPEAKER_00:

Right. That cultural context is key.

SPEAKER_02:

So young employees often find their ideas, even brilliant ones, kind of waved away simply because they're new or they're young in the organization.

SPEAKER_00:

You haven't been here long enough to understand that kind of thing.

SPEAKER_02:

It's exactly that kind of thing. But Gen Z, they firmly expect their contributions to be evaluated purely on their merit, on their potential impact, not on their birth year.

SPEAKER_00:

And the risk for organizations is?

SPEAKER_02:

Dismissing their ideas means potentially missing out on vital innovation. especially in areas where they do have expertise, like technology, social media engagement, modern process improvements.

SPEAKER_00:

Things older generations might not be as plugged into.

SPEAKER_02:

Precisely. Yeah. They're looking for genuine opportunities to contribute to strategic discussions. They want recognition that youth doesn't automatically mean inexperience in, you know, relevant, cutting-edge areas. Right. And they want practical platforms, maybe suggestion schemes or innovation challenges, to actually share their innovative solutions.

SPEAKER_00:

Makes sense. Yeah. this maybe more subtle but still powerful frustration around stop making assumptions about their work ethic. Yes. Gen Z seems to be saying working smarter doesn't mean working less. This really challenges some maybe long-held beliefs about what hard work actually looks like.

SPEAKER_02:

It absolutely does. You know, Gen Z's inherent preference for efficiency, often turbocharged by their comfort with technology, can sometimes be misinterpreted, seen as laziness maybe. Yeah. Especially when you compare it to more traditional just hours clocked work models.

SPEAKER_00:

Right. If they finish early, maybe they're weren't trying hard enough.

SPEAKER_02:

That's the flawed assumption. They use tools. They streamline processes to get tasks done faster. And they'll openly question why something should take eight hours if it can genuinely be done well and correctly in four.

SPEAKER_00:

Yeah, why pad the time?

SPEAKER_02:

Exactly. They want recognition that efficiency is actually a strength. It's a value add, not some kind of shortcut or laziness. They push for performance to be measured by tangible results, the actual impact. And they really crave appreciation for their ability to streamline It's about impact, not just visible effort.

SPEAKER_00:

That really resonates. Okay. And finally, for this theme on trust and merit, there's a strong push for transparency, right? She is

SPEAKER_01:

very strong.

SPEAKER_00:

Stop gatekeeping information and opportunities. Jay-Z's perspective here seems to be share the knowledge. Don't hoard it.

SPEAKER_02:

This is such a critical insight. This behavior, information hoarding, it's often rooted in certain, let's say, traditional workplace cultures where information is genuinely seen as power and senior employees might perhaps consciously or sometimes unconsciously withhold knowledge to maintain their position or gain leverage.

SPEAKER_00:

Knowledge is power taken maybe a bit too literally.

SPEAKER_02:

Perhaps, yeah. But Gen Z fundamentally champions collaborative knowledge sharing. They expect transparency. They expect equal access to the information that helps them do their jobs better. Right. And they view knowledge hoarding as just fundamentally inefficient and totally counterproductive to the team's goals.

SPEAKER_00:

So what do they want instead?

SPEAKER_02:

They seek open access to relevant information, transparent communication about opportunities for growth or new projects, really collaborative knowledge sharing environments, think share drives, wikis, regular updates, and crucially, mentorship that genuinely empowers them with knowledge and skills rather than controlling the information flow.

SPEAKER_00:

That's a huge shift in mindset, moving from information scarcity to abundance. Okay, let's dive into our final theme then. This one feels maybe even more personal.

SPEAKER_02:

I think it is, yeah. It speaks to their deeper values, We've called it well-being, values, and inclusion. This is where Gen Z really seems to bring their whole selves to work and expects the workplace to acknowledge that.

SPEAKER_00:

Right. And the first frustration here is quite striking. Stop expecting them to be grateful for basic workplace rights.

SPEAKER_02:

Yeah, it's a powerful one.

SPEAKER_00:

Gen Z is very clear on this. Fair treatment isn't a favor. It's a right.

SPEAKER_02:

This point really highlights a profound generational difference, doesn't it?

SPEAKER_00:

Seems like it.

SPEAKER_02:

While previous generations, perhaps facing different economic realities, often felt immensely grateful for any employment opportunity.

SPEAKER_00:

Just happy to have a job.

SPEAKER_02:

Exactly. Gen Z views basic workplace rights, things like fair compensation, respectful treatment, a reasonable work-life balance, as absolute non-negotiable standards.

SPEAKER_00:

Not perks, but fundamentals.

SPEAKER_02:

Precisely. They don't see these as luxuries to be grateful for, but as fundamental entitlements in the employer-employee relationship.

SPEAKER_00:

And the data from Kenya you mentioned?

SPEAKER_02:

Yeah. Our sources, particularly from Kenya, show that a really remarkable 92.98% of Gen Z agree their generation is more focused on sustainability.

SPEAKER_00:

Okay.

SPEAKER_02:

And that includes sustainable work practices, meaning practices that don't exploit employees.

SPEAKER_00:

So what does this mean practically for employers then?

SPEAKER_02:

Well, obviously it means they expect fair compensation and respectful treatment as a baseline.

SPEAKER_00:

Basics.

SPEAKER_02:

But also things like genuine work-life balance. That was a priority for 76% of Gen Z in the surveys.

SPEAKER_00:

Three quarters. That's significant. It

SPEAKER_02:

is. And 84% specifically expect flexible working arrangements where possible. They really view employment as a mutual experience. Exactly. Their skills and effort in exchange for fair treatment and a supportive, sustainable environment. It's definitely not a one sided equation where they should just be grateful.

SPEAKER_00:

Right. And closely related to that, something that maybe was once taboo in workplaces, but is now front and center for Gen Z. Stop ignoring their mental health and well-being.

SPEAKER_02:

Yes.

SPEAKER_00:

Yeah.

SPEAKER_02:

Their viewpoint is quite assertive on this. Mental health isn't a luxury. It's essential.

SPEAKER_00:

It's a huge shift in openness.

SPEAKER_02:

It really is. While mental health awareness is undoubtedly growing across Africa, which is positive.

SPEAKER_00:

Yeah.

SPEAKER_02:

Many traditional workplaces still lag behind in actively prioritizing employee well-being as part of the culture.

SPEAKER_00:

It's maybe not fully integrated yet.

SPEAKER_02:

Not always. Gen Z, on the other hand, is remarkably open about discussing mental health challenges their own and others, and they absolutely expect workplace support for them.

SPEAKER_00:

What kind of support?

SPEAKER_02:

Well, they crave authentic experiences at work. They value instant, consistent feedback, not just that single annual review.

SPEAKER_00:

Right. That 73% wanting regular feedback number comes back here.

SPEAKER_02:

Exactly. And when their well-being is overlooked or ignored, they become disengaged very quickly. And frankly, they're highly likely to just leave and seek more supportive environments.

SPEAKER_00:

So they vote with their feet.

SPEAKER_02:

They absolutely do. They want workplaces to openly acknowledge that mental health directly This next

SPEAKER_00:

point feels like another absolute non-negotiable for Gen Z.

SPEAKER_02:

It definitely is.

SPEAKER_00:

Stop making discriminatory comments or jokes. Their stance is just unequivocal. Respect and inclusion aren't optional.

SPEAKER_02:

This is so critically important, especially in Africa's incredibly diverse workplace environments.

SPEAKER_01:

Absolutely.

SPEAKER_02:

A TALO study, now this wasn't exclusively African, but highly relevant of Gen Z respondents, revealed that a concerning 67% had witnessed workplace discrimination. Based on factors like race, ethnicity, gender identity, sexual orientation.

SPEAKER_00:

Wow. Witnessed.

SPEAKER_02:

And even more strikingly, 44% said they had personally experienced it.

SPEAKER_00:

Nearly half. That's deeply concerning.

SPEAKER_02:

It is. And Gen Z has basically a zero tolerance policy for this kind of discrimination.

SPEAKER_00:

Yeah.

SPEAKER_02:

They expect and demand genuinely inclusive workplace cultures. No excuses. None. None. They are much, much more likely than previous generations to actively speak up against behavior that might have been quietly tolerated or brushed off in the past.

SPEAKER_00:

So they're calling it out.

SPEAKER_02:

They are. They demand inclusive language, inclusive behavior, genuine respect for diversity in all its forms, absolute zero tolerance for discriminatory comments or jokes. Right. And proactive efforts from organizations to create truly welcoming, psychologically safe environments for absolutely everyone.

SPEAKER_00:

That feels like a fundamental shift towards accountability.

UNKNOWN:

Yeah.

SPEAKER_00:

Okay, a final frustration point now. And this one really seems to encapsulate this whole theme of values, doesn't it?

SPEAKER_02:

I think it brings it all together, yeah.

SPEAKER_00:

Stop expecting them to choose between career and personal values. Gen Z states it very plainly. I won't compromise my values for a paycheck.

SPEAKER_02:

It's a powerful statement, isn't it? Yeah. Really speaks to their core motivation.

SPEAKER_00:

It does.

SPEAKER_02:

Our findings indicate that Gen Z, and this is particularly true for entrepreneurs within the generation, they're deeply driven by things like independence, a desire for real social impact, and also technological innovation.

SPEAKER_00:

So not just about... climbing the corporate ladder.

SPEAKER_02:

Not necessarily, no. They actively seek out work that genuinely aligns with their personal values, work that contributes in some tangible way to positive change in the world or their community.

SPEAKER_00:

And they're serious about this alignment.

SPEAKER_02:

Very serious. They are remarkably willing to leave jobs that conflict with their core principles. The data suggests 59% would actually leave a job over a values conflict.

SPEAKER_00:

Wow, nearly 60%. That's a huge retention risk for companies not paying attention.

SPEAKER_02:

Absolutely. So what they want are employers who demonstrably share their values, or at least respect them. They want work that contributes to positive change. 68% actually prioritize social impact over salary, at least up to a certain point.

SPEAKER_00:

Interesting balance there.

SPEAKER_02:

Yeah. They want companies that show genuine environmental and social responsibility, not just greenwashing. And they want clear opportunities within their roles to make a meaningful difference.

SPEAKER_00:

That's a really comprehensive picture of what's driving this generation. So stepping back a bit, what does this all mean for the African workplace like right now?

SPEAKER_02:

Well, we're clearly seeing a significant cultural transition underway.

SPEAKER_00:

Definitely feels like.

SPEAKER_02:

You have these traditional, often quite hierarchical structures.

SPEAKER_00:

Yeah.

SPEAKER_02:

colliding or maybe integrating with these digital native expectations. It creates tension. Sure, we've talked about that. But as you highlighted earlier, it's also just absolutely ripe with opportunities for really positive transformation.

SPEAKER_00:

And from an economic perspective?

SPEAKER_02:

Well, consider this. Gen Z will very, very soon represent the largest single portion of Africa's workforce.

SPEAKER_00:

Demographic wave is coming.

SPEAKER_02:

It's already here and growing. So organizations that proactively adapt to their preferences, they're going to gain significant competitive advantages, both in attracting top talent.

SPEAKER_00:

Getting them in the door.

SPEAKER_02:

And crucially, in retaining them, keeping them engaged, keeping them productive long term.

SPEAKER_00:

And these frustrations we've spent time unpacking, you framed them as potential catalysts earlier.

SPEAKER_02:

Yeah, I really think they are often innovation catalysts just waiting in disguise.

SPEAKER_00:

How so?

SPEAKER_02:

Gen Z's complaints, they aren't just, you know, preferences or whining. They're often really astute insights into better, more efficient ways of working.

SPEAKER_00:

Right. They see the bottlenecks.

SPEAKER_02:

Exactly. They highlight real inefficiencies, real outdated processes, and they present clear opportunities for improvement that businesses really That's

SPEAKER_00:

a crucial reframing. It's feedback, not just friction.

SPEAKER_02:

Precisely. And while these patterns we've discussed seem broadly consistent across the continent, they do manifest with some unique regional nuances, which is interesting.

SPEAKER_00:

Okay, like what?

SPEAKER_02:

Well, in Kenya, for example, the emphasis often seems strongest on that digital communication piece and raw efficiency.

SPEAKER_00:

Makes sense with the mobile first context.

SPEAKER_02:

Yeah. In Nigeria, you see perhaps a stronger drive towards entrepreneurship and really value-driven work, finding that purpose. South Africa often leans heavily towards diversity, inclusion, social impact issues, maybe reflecting its own unique history and social context. And maybe in Ghana, you often see this interesting dynamic of seeking a careful balance between respecting tradition and embracing necessary innovation.

SPEAKER_00:

Fascinating how the local context shapes these global trends. So if this is the reality, this complex picture, how can organizations and even individuals across Africa respond constructively?

SPEAKER_02:

Yeah, let's talk about building bridges, not just identifying the divides.

SPEAKER_00:

Exactly. So for African organizations, what's the starting point?

SPEAKER_02:

I think it's about embracing change. Maybe gradually, you don't have to overhaul everything overnight. Sure,

SPEAKER_00:

small steps.

SPEAKER_02:

But Decisively. Starting with maybe small but impactful changes can really demonstrate an openness to these Gen Z perspectives. Implementing some digital tools that clearly improve efficiency for everyone, not just them.

SPEAKER_00:

Good start. What else?

SPEAKER_02:

Investing in the right kind of training is absolutely paramount.

SPEAKER_00:

Training for whom?

SPEAKER_02:

Well, multi-generational leadership development for managers is key. Helping them understand and lead diverse age groups effectively.

SPEAKER_01:

Okay.

SPEAKER_02:

Tech training, obviously, maybe specifically for older employees who might be less comfortable and perhaps even setting up reverse mentorship programs

SPEAKER_00:

where the younger teach the older

SPEAKER_02:

exactly younger employees training more senior colleagues on new digital tools social media new mindsets it fosters mutual respect too

SPEAKER_00:

that's a great idea and policies need to catch up too i imagine

SPEAKER_02:

oh absolutely modernizing policies is key reviewing communication policies maybe officially allowing for appropriate informal channels alongside email

SPEAKER_01:

right

SPEAKER_02:

implementing flexible work arrangements where the business model allows And critically, developing genuinely inclusive workplace policies that go beyond just statements.

SPEAKER_00:

Okay. And fostering that innovation culture you

SPEAKER_02:

mentioned. Yes, thus creating maybe dedicated innovation labs or running internal suggestion programs, actively encouraging cross-generational collaboration on projects.

SPEAKER_00:

Mixing the perspective.

SPEAKER_02:

Exactly. And maybe even starting to shift compensation and reward models, rewarding efficiency, rewarding results, perhaps more than just rigidly following traditional metrics. That

SPEAKER_00:

feels like a fundamental shift, but you said it's a two-way street?

SPEAKER_02:

It absolutely has to be. It requires understanding and effort from both sides.

SPEAKER_00:

So what's the advice for older colleagues working with Gen Z?

SPEAKER_02:

Well, I think the main thing is understanding that Gen Z's preferences, their ways of working, they don't mean abandoning all traditional approaches wholesale. It means recognizing that different doesn't necessarily mean wrong. It's about being open, genuinely open to learning new ways of working.

SPEAKER_00:

Curiosity over defensiveness.

SPEAKER_02:

Perfectly put. Appreciating the fresh value and the skills that Gen Z brings and actively seeking that middle ground, that blend of approaches that works for everyone on the team.

SPEAKER_00:

Okay. And the flip side, what about for Gen Z interacting with more experienced colleagues?

SPEAKER_02:

Well, while they should absolutely advocate for necessary change, it's also about how they do it. communicating preferences respectfully is key tone matters tone matters hugely taking the time to maybe understand why certain traditions or processes exist even if they seem inefficient now there might be a historical reason

SPEAKER_00:

understanding the context

SPEAKER_02:

exactly showing genuine appreciation for the experience and the wisdom that their colleagues bring That goes a long way.

SPEAKER_01:

Builds rapport.

SPEAKER_02:

It does. And most importantly, demonstrating that their innovative approaches actually deliver tangible, positive results. Show. Don't just tell.

SPEAKER_00:

Prove the value.

SPEAKER_02:

Exactly. It's about building those bridges, like we said, from both sides, not just demanding change unilaterally. And the good news is we're already seeing some fantastic success stories of companies doing this well in Africa.

SPEAKER_00:

Oh, yeah. Give us some examples.

SPEAKER_02:

Well, Safaricom in Kenya comes to mind. They've really excelled, I think, by implementing multi-channel communication systems effectively. And they actively foster innovation challenges, specifically targeting younger employees. They seem to balance that traditional structure with modern flexibility quite And

SPEAKER_00:

the result?

SPEAKER_02:

And reports suggest it significantly improved cross-generational communication and collaboration.

SPEAKER_00:

Interesting.

SPEAKER_02:

Any others? And Della is another great example. Built as a remote-first company, pretty much from its inception.

SPEAKER_00:

Right, known for their distributed model.

SPEAKER_02:

Yeah. They strongly emphasized results over just hours worked. And they've intentionally cultivated an inclusive, very value-driven workplace culture from day one.

SPEAKER_00:

And that attracts Gen Z.

SPEAKER_02:

Hugely successful in attracting top Gen Z tech talent right across the continent.

SPEAKER_00:

So these examples show it can be done. Looking ahead then, paint us a picture of the future of African workplaces. What seems inevitable?

SPEAKER_02:

Well, as Gen Z becomes the dominant force, several changes feel, yeah, pretty much inevitable. We'll definitely see increased digital communication and collaboration becoming the norm. A much greater emphasis on real work-life balance, moving beyond just talk, more flexible work models where possible, and definitely more results-oriented performance metrics. And I think a much stronger focus on values and social impact, genuinely guiding business decisions.

SPEAKER_00:

So these Gen Z preferences become the new baseline.

SPEAKER_02:

Largely, yes. And the opportunities for growth that come with embracing these changes are just immense.

SPEAKER_01:

How so?

SPEAKER_02:

Organizations that proactively make these shifts, they won't just attract and retain that top young talent.

SPEAKER_01:

Right.

SPEAKER_02:

They'll also significantly improve their overall efficiency through smarter digital adoption. They'll foster genuine innovation and creativity by empowering these new perspectives. Makes sense. And they'll build stronger, more inclusive workplace cultures that truly reflect the incredible diversity and dynamism of the continent.

SPEAKER_00:

And that translates to competitive advantage, presumably?

SPEAKER_02:

Oh, undeniably. The competitive advantages are huge. Companies that successfully integrate Gen Z's preferences, their ways of thinking.

SPEAKER_01:

Yeah.

SPEAKER_02:

They'll cultivate more engaged, more productive employees across the board. They'll benefit from a continuous stream of fresh perspectives and innovative solutions.

SPEAKER_01:

Better ideas.

SPEAKER_02:

Better ideas. They'll build stronger employer brands that really resonate with the incoming talent pool. And ultimately, all of this leads to demonstrably better jobs. business results. These aren't just nice-to-haves anymore.

SPEAKER_00:

No, they sound like strategic imperatives for the future.

SPEAKER_02:

Absolutely. So if we were to distill it all down.

SPEAKER_00:

Yeah, the key takeaway.

SPEAKER_02:

Gen Z's workplace preferences, these 11 points we discussed, they aren't simply a list of complaints or just some youthful wish list.

SPEAKER_00:

Okay.

SPEAKER_02:

They are profound insights into the future of work right across Africa. Right. So the core message here, it

SPEAKER_00:

seems, is that Gen Z isn't really asking for special treatment, are they?

SPEAKER_02:

Not fundamentally, no.

SPEAKER_00:

What they're advocating for when you really boil it down is just, you know, better treatment. more efficient ways of working.

SPEAKER_02:

Exactly. And that ultimately benefits employees across all generations.

SPEAKER_00:

That's a great point. Better communication tools help everyone. Fairer treatment is good for everyone. Streamlined processes save everyone time. Values-driven work can motivate everyone.

SPEAKER_02:

Precisely. It's about raising the bar for the entire workplace.

SPEAKER_00:

Right. So maybe here's a final thought then for you listening to Mull over. How might embracing these Gen Z workplace preferences today, how might that actually redefine what we consider best practices for all generations in tomorrow's global economy?

SPEAKER_02:

That's a powerful question to end on. Lots to think about there.

People on this episode

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Reena Gore

Host