Young South Africans aren’t loyal
Young South Africans are known to jump between jobs fairly regularly, but that’s not entirely a bad thing.
Despite high unemployment rates, South African youth are a vital part of the nation’s workforce.
However, many are seen as job hoppers who “lack loyalty” to their employers.
According to a new survey of 300 young South Africans aged between 18 and 34 by infoQuest, 73% indicated that they had been at more than one job.
However, this figure rose to 92% in the 25–34 age group.
Overall, 54% of those between 18 and 24 described themselves as being loyal to their current employer, lower than the 58% of 25-34-year-olds.
“Loyalty levels among today’s youth differ significantly from previous generations. Many young
workers, particularly Gen-Z, are often viewed as the ‘restless generation’ due to their frequent job changes,” said infoQuest.
“Interestingly, the younger age group (18–24 years) exhibits lower loyalty levels than their older
counterparts (25–34 years).”
“This is concerning as it indicates a less invested workforce, potentially leading to lower productivity and loss of institutional knowledge.”
“Moreover, youth in Gauteng show lower loyalty than those in other major cities. As Gauteng is South Africa’s economic hub, the abundance of job opportunities may encourage young people to switch
jobs frequently in pursuit of better salaries and career advancement.”
Gauteng’s respondents’ loyalty to their employers only stood at 47% – lower than KZN’s 52% and the Western Cape’s 55%.
Most youths agree that company leaders provide clear direction, make well-informed decisions, empower staff, and are honest and ethical.
That said, the lowest score for leadership attributes was for the perception that leaders genuinely care about their staff—though this still garnered over 80% agreement from respondents.
| Youth Sentiment about company leadership | Agree |
| Leaders give staff clear direction in terms of the company goals & objectives | 88% |
| Leaders make well informed decisions that are in the best interests of the organisation | 87% |
| Leaders empower staff to do their best work | 83% |
| Leadership of the company is honest and ethical | 83% |
| Leaders really care about staff | 81% |
The up-side to job hoppers
Organisations clearly seek committed employees to ensure continuity, build skills and lessen negative impacts on team dynamics. There is also an additional cost associated with hiring new candidates.
“However, young job hoppers can wind up with a surprisingly diverse toolbox,” the group said. “Each new position exposes them to fresh technologies, software, and work styles.”
“They learn to adapt to different company cultures, navigate new office politics, and potentially pick up new languages or industry-specific knowledge. This broadens their understanding of how businesses function and equips them with a wider range of skills to leverage in their future careers.”
“They become adept at learning on the fly and becoming valuable assets capable of contributing across different areas.”
Moreover, tech-savvyness, fresh perspectives and an innovative spirit are also crucial for driving economic growth and keeping South Africa competitive in the global market.
“As the future leaders and entrepreneurs, their potential to address social challenges and develop new industries is invaluable.”
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