Ready or not, Gen Z is clocking in
If they don’t see a clear development path, Zoomers are unlikely to stay in a job for long
15 June 2025 – 00:00
By Monique Verduyn
South Africa’s Gen Zs desire meaningful work, but in our tough employment market, they will start with what they can get.
Image: freepix
Never has a generation been studied, dissected, and over-analysed quite like Generation Z. Every habit, every preference, every small shift from Millennial behaviour becomes the subject of another think piece. Are they killing industries or rescuing them? Financially doomed or just playing by different rules? The analysis never ends.
But for all the noise, there’s surprisingly little said about South Africa’s Gen Zs, their hustle culture, and the realities they face entering one of the world’s toughest job markets. Born between 1997 and 2012, many are applying for their first jobs; Zoomers are the fastest-growing group in the workforce.
“They’ve grown up in uncertain times,” says Georgina Barrick, head of talent solutions at Resourgenix. “They’re looking for more than just a payslip. They want jobs that offer growth, flexibility and meaning. But many don’t have the luxury of being choosy, especially early on in their careers.”
Survival often comes first
Unlike their global counterparts, South African Gen Zs are under significant financial pressure from the start. For many, the first priority is getting a stable income, not chasing a dream job. This influences their choices about where and how they work.
“Our Gen Zs aren’t always in a position to pick a job that matches their ideals,” says Barrick. “Some have had limited exposure to professional settings, and most face financial pressure from day one. They take what’s available. Purpose and culture only become important later, once they’ve found some financial security.”
As a result, many are willing to accept in-office roles, modest pay and long hours if it means consistent work. Flexibility and company culture come second to getting a foot in the door.
Salary expectations don’t match reality
Influenced by the curated lifestyles they see online, many Gen Z jobseekers have unrealistic expectations about what they’ll earn. Brigitte da Gama, group chief people officer at the Spar Group, calls it “salary dysmorphia”.
“They expect more than what’s realistic for their experience level,” she says. In reality, many entry-level salaries are far below these expectations. Participants in the YES programme, which helps reduce youth unemployment, earn a monthly stipend of about R4,500. Some companies top this up to R7,500 or R8,000. In other junior roles, pay can range from R12,000 to R20,000. More specialised technical or IT roles may start higher, with salaries up to R25,000 per month, but this is still a long way from the six-figure expectations seen on social media.
At Absa Group, graduate salaries start at about R270,000 a year and can go as high as R520,000 in investment banking and specialised roles.
“Salary expectations vary widely, and part of our role is helping young professionals understand the earning landscape and what’s realistic in their field,” says KG Bako, managing executive for talent management and transitions at Absa.
Financial status of Gen Zs.
Image: Nolo Moima
Side hustles are often a necessity
While Gen Z is often praised globally for its entrepreneurial spirit, in South Africa, side hustles are more about survival than self-expression. Young people take on freelance gigs, sell food or clothing or run small online businesses to help cover basic costs.
“They are doing whatever they can to supplement their income,” says Barrick. “One job just isn’t enough.” This hustle culture does build useful skills, but it also reflects the difficult economic realities many young South Africans face.
Growth and upskilling are non-negotiable
This next generation of workers expects to learn and grow on the job. They want training, mentorship and the chance to explore different roles within a company. If they don’t see a clear development path, they’re unlikely to stay long.
“They expect to grow, to learn and to contribute,” says Bako. “They’re not interested in just clocking in and out. They want to be part of the team and have access to learning opportunities.”
At Absa, employee surveys are conducted throughout the year and feed directly into workplace strategy. “If people feel heard, they’re more likely to stay,” Bako says.
Barrick adds, “If a company can’t show a clear path for development, Gen Z will look elsewhere. They value structure but also want space to innovate and try new things.”
Short courses and certificates are a popular way to gain targeted skills. “Formal qualifications still matter,” says Barrick, “but many young people are combining degrees with online courses or micro-credentials that are more practical and aligned with employer needs.” In-demand areas include data analysis, project management, coding and digital marketing.
Not every Gen Z worker is looking for a tech or corporate job. Skilled trades such as electricians, plumbers, fitters and mechanics are in high demand and offer strong income potential. “These jobs are often overlooked,” says Barrick, “but they’re essential and future-proof, especially in South Africa where technical skills are urgently needed.”
Flexibility, purpose and inclusion
Gen Z expects flexible work arrangements, whether that means hybrid hours, remote work or more autonomy in scheduling. These options help them manage transport costs, caregiving responsibilities and part-time jobs. For many young workers, especially in cities like Joburg or Cape Town, it’s a practical need.
Gen Z pays attention to how companies treat their employees and communities. They care about diversity, equity and sustainability, but only once their basic financial needs are met.
Mental health is a top concern. Many a Gen Z boss has been known to raise an eyebrow at 20-something-year-olds who report high stress levels or even burnout in roles that involve long hours, low pay or little recognition. “Telling employees to leave their problems at the door no longer works,” says Barrick. “But manageable workloads and supportive managers make a big difference.”
Tech-savvy but not always office-ready
Despite growing up online, many of these digital natives lack experience with workplace tools like Excel, Teams or SharePoint. “Private school learners may have had access to Microsoft Classroom or similar platforms,” Barrick explains. “But for the vast majority, these tools are new. They may be fluent in TikTok, but social media skills haven’t prepared them for enterprise tech.”
This means companies should invest in onboarding and training that covers both hard and soft skills.
Too quick to move on?
Gen Z has a reputation for moving fast, but this doesn’t always fit well with South African employers. “We regularly see people asking for a promotion after six or 12 months,” says Barrick. “They may be keen, but they lack the experience to back it up.”
Frequent job changes, while common in Gen Z’s global peer group, can backfire where employers value loyalty. A CV filled with short stints can be seen as a red flag, suggesting a lack of follow-through or commitment. Barrick advises young professionals to stick about for at least a full business cycle — usually about three years — to understand how a company operates and to gain meaningful experience.
“There’s a point where job-hopping stops looking ambitious and starts looking erratic,” she says.
https://www.timeslive.co.za/sunday-times/lifestyle/2025-06-15-ready-or-not-gen-z-is-clocking-in
