In a significant cultural shift, Generation Z professionals in Kenya and around the world are redefining workplace expectations, demanding not just jobs but a holistic approach to work that prioritizes well-being, respect, and purpose. This trend marks a departure from traditional employment norms, as young workers increasingly reject job offers that do not align with their values.
Faith Wanjiku, a 23-year-old digital marketing professional, exemplifies this new mindset. After starting her first full-time job at a Nairobi-based agency, she quickly grew disillusioned with rigid hours and a lack of meaningful feedback. "I remember asking whether we could work remotely one day a week. My supervisor looked at me as though I had requested a promotion. It was not about avoiding work; it was about maintaining balance," she recalls.
Wanjiku is part of a generation born between the late 1990s and early 2010s, who are now entering the workforce with distinct expectations. Unlike Millennials, who often adopted a “work hard, stay grateful” mentality shaped by economic crises, Gen Z has come of age during a pandemic and increasing conversations about mental health, climate change, and social justice. This has made them more vocal and values-driven, with a clear focus on the impact of their work.
Brian Odhiambo, a 25-year-old user interface designer, echoes this sentiment, stating, "I need to feel as though the work I do has a positive impact. I do not want to simply collect a salary; I want to be proud of the values my employer upholds." He notes a stark contrast between his generation and Millennials, particularly in their approach to authority. "Many Millennials just follow what the boss says, even when it doesn’t sit right with them. To me, that feels outdated and sheepish. We ask questions not to be difficult, but because we believe workplaces should evolve; at the end of the day we choose each other, right?"
This willingness to challenge traditional hierarchies is especially significant in Kenya, where respect for authority has long dictated workplace culture. Wanjiku believes this shift is crucial, stating, "In most Kenyan offices, there’s still this unspoken rule that you should not challenge your seniors, even when they are clearly in the wrong. We were raised to respect elders automatically, which in many cases translates to staying silent and enduring poor leadership." However, she adds that the mindset is changing as more young professionals demand open dialogue and accountability.
Workplace culture experts emphasize that this evolution is necessary for progress in a global economy that thrives on diverse voices. Gen Z employees are more likely to speak up about toxic environments, unrealistic workloads, and a lack of inclusion. Vanessa Achieng, a 24-year-old data writer, states, "Millennials often sacrificed their boundaries to get ahead. We’re not doing that. We believe that setting boundaries is not a weakness, it’s a form of self-respect. I will give my best to any role, but I won’t let it consume me."
According to Deloitte’s 2024 Global Gen Z Survey, approximately 73 percent of Gen Z respondents indicated they would consider resigning from a job that negatively affects their mental health. This new perspective is forcing employers to rethink not only how they manage their teams but also the very definition of work itself. Many Gen Z professionals are challenging the conventional 9-to-5 work schedule, advocating for performance to be measured by results rather than hours spent at a desk.
"Work should be evaluated by output, not by how many hours someone sits in an office," says workplace consultant Susan Njoroge. "This generation has grown up with technology. Many of them can complete tasks quickly and independently with the help of digital tools. Forcing them to observe rigid hours feels counterproductive." Yet, not all employers are ready to embrace these changes. A Nairobi-based manager, who requested anonymity, expressed concerns, stating, "They want to be promoted in their first year. They question everything, even before they fully understand the industry. Honestly, it can be exhausting."
Despite some resistance, others view Gen Z's assertiveness as a necessary disruption that could modernize workplace culture. Njoroge believes that organizations willing to evolve will retain talent, while those that do not may struggle to fill key roles. "Generation Z is compelling us to revisit our leadership models. Their demands are not frivolous. They are raising important questions about how we work, how we lead, and how we treat people," she states.
The shift in workplace expectations extends beyond Kenya. In 2025, Generation Z professionals globally are increasingly turning down job offers that do not align with their values. A notable trend is the emphasis on work-life balance, with many candidates prioritizing roles that offer remote flexibility or four-day work weeks. According to an Indeed survey, 82 percent of Gen Z applicants expect clear pay scales upfront, and they are quick to disengage from any hint of an “always-on” culture.
Employers are responding by revamping job descriptions to highlight flexibility, purpose, and personal growth. Fast-track offers are becoming common as organizations strive to attract this discerning workforce. However, some firms are struggling with the shift, labeling Gen Z as “unrealistic” or “difficult to manage.” This generational stance isn’t a sign of entitlement, experts argue, but rather a call for authenticity, transparency, and respect throughout the hiring process.
As this new generation continues to populate office spaces and virtual teams, their expectations are impossible to ignore. They are not just changing workplace culture; they are demanding that it aligns with the modern world. As Wanjiku puts it, "We are not lazy. We are simply unwilling to sacrifice our well-being and sense of purpose for outdated structures that no longer serve anyone." The future of work is here, and it is reshaping the employer-employee dynamic in profound ways.
