By Kusa Hazel 

The emergence of generational characteristics of millennials and Gen-Z has shocked many. This is an interesting demographic to learn and watch with its unique characteristics. As a millennial, I was shocked when I heard blanket statements that millennials were generally lazy. I kept on wondering how I could change the perception and narrative about millennials in the workplace. During my debut internship, I was keen to look at the gaps where I could add value. This set a good footprint on how I viewed work and created a competitive advantage for my generation.

Millennials and Gen Z have extraordinary expectations from work and have different values, such as greater transparency and increased diversity. Previous generations were more reserved on discussing matters such as mental health and work-life balance. 

A recent study by Siasa Place dated 4^th May 2024 indicates that Gen Z hate 8-5 jobs, and prefer flexi–hours; gave mind-boggling insights on expectations of young people at the workplace such as flexible working hours and challenging the status quo on bureaucracy. “Gen Zs hate 8-5 work routine and would prefer working from home or in shifts”.

The status quo can however be challenged through mentorship, as the youth demographic divide is an asset in Africa as it comprises of the largest population. These youth groups comes with plethora of skills not limited to innovation and being technologically savvy. The quality of mentorship a young person is exposed to decolonizes their mind by shifting from scarcity to abundance mentality, I sometimes refer to them as a Cheetah generation.

An example of such a mentorship programme is the Young African Leadership Initiative (YALI) which has three components; The YALI regional centres in East, Central, West and South Africa which gives an opportunity for young people across Africa to interact and leverage their skills, rich diversity and Pan-African values. Mandela Washington Fellowship a cultural immersion programme in the United States brings together seven hundred (700) exceptional leaders across Africa, and YALI online courses provide an e-learning platform on various topics and skills ranging from interview, workplace diversity, goal setting and many contemporary issues. The flagship program by former POTUS Barrack Obama is solid in building the next generation of leaders in Africa where I am a beneficiary of the Public Management Track under YALI RLC East Africa.  

Mentorship plays a vital role in shaping ideologies, demystifying misconceptions, half-truths, learning, unlearning and relearning. An excellent example is the Emerging Public Fellowship Programme (PSELF) where I was nurtured with crème ’de le crème ‘accomplished public servants like Emeritus Head of Public Service Amb. Francis Muthaura, Former CEO of Vision 2030 Dr. Mugo Kibati, Former Liberian President Sir. Ellen Johson Sirleaf, Director of Performance in the Public Service among others on citizen-centricity and understanding the public service and how it works.  This has given me and other fellow beneficiaries of the programme greater responsibility than our normal job description stipulated in the scheme of service. Millennials and Gen Zs need to invest their time and resources in such programs since they get to learn from the best and borrow best practices. 

In their book, The True North, by Bill George and Zach Clayton the difference between 20^th  century and 21^st Century leaders include; ‘’ In philosophy, 20^th  Century leaders believe in command and control whereas 21^st Century leaders believe in authentic leadership, in organizational leadership 20^th Century leaders believe in hierarchical management contrary to 21^st Century leaders who believe in empowering leadership, greatest strength of 20^th Century leaders is IQ whereas 21^st Century leaders if EQ, 20^th Century leaders motivation is self-interest contrasting with 21^st Century leaders who are motivated by institution’s best interest. Lastly, 20^th Century leaders’ experience is perfect resume whereas 21^st leaders’ experience is learning through crucibles’’. 

As we celebrate the International Youth Day of Service, millennials and Gen Zs at the workplace ought to invest in self-development by being self-aware and identifying crucibles that will shape their true self. Further, finding their sweet pot, living an integrated life and align their values. In his book, Seven Habits of Highly Effective People, Steve Covey gives seven (7) principles of metamorphosis from developing self to interdependence of building synergy with groups and others. Practising the seven habits for close to five (5) years has helped me discover myself as a millennial to do better, and become better. Every inherent human being is a work in progress. 

Kusa Hazel is an HR practitioner at the Office of the Deputy President, State Department for Devolution-Nairobi Rivers Commission. Fellow; Emerging Public Service Leadership Fellowship Programme (PSELF)-Inaugural Cohort | Fellow: Young African Leaders Initiative (YALI East Africa)-Public Management Track | Semi-finalist; Mandela Washington Fellowship, 2024 | Fellow: Inaugural Cohort: East Africa Fellowship Public Service Leadership Programme | Member: Associate member Institute of Human Resource Management (IHRM).