Youth redefine ‘good jobs’ amid rising unemployment, skills gaps and AI fears
Amid shrinking incomes, widespread layoffs, and company closures, the definition of a “good job” is rapidly changing, shaped by a shifting employment landscape and evolving employer expectations.
According to a survey by The Eastleigh Voice, most formal sector workers are now reassessing what they truly value in their careers.
The findings reveal a clear shift from the traditional emphasis on a steady paycheck and job security.
Among six individuals aged between 25 to 35, working across various industries, a notable trend emerged: peace of mind and overall well-being, ranking as the most important factors in defining a “good job.”
A majority of the respondents placed their well-being first, but linked it closely with good compensation.
Adding to this evolving trend is the rise of Artificial Intelligence (AI) and the growing concern over its impact on job security.
A significant number of the respondents indicated that, for them, an ideal job is one with minimal risk of being entirely replaced by AI.
Cautious optimism
For the case of sectors where AI tools have already been adopted, many expressed a mix of cautious optimism about what the future holds.
Another key theme emerging from the survey is a growing demand for shorter office hours and more consideration for hybrid work arrangements.
Esther Kimotho, a 28-year-old civil engineer based in Nairobi, says that for her, a good job is one where she feels respected and emotionally balanced, even amid the daily challenges.
“Mental wellness comes first for me, especially after my experience in previous roles,” she explains. “Despite the attractive pay, I felt so unsettled that I eventually had to quit.”
Kimotho adds that while compensation and career growth are important, they only come into focus after ensuring a role supports her mental and emotional well-being.
She also emphasises that, in today’s world, a good job should offer greater employee privileges, such as shorter traditional office hours and incorporate the option for hybrid work to reduce time spent in the office and promote better work-life balance.
Kim Ochieng, a 34-year-old cyber café employee, defines a good job as one that offers both satisfaction and freedom.
“A good job should not only provide good income but, firstly, create opportunities for personal and career growth,” he says.
On her part, Jane Wanjiru, a 26-year-old marketing personnel, shares a similar sentiment, emphasising that a good job is about more than just a title or paycheck.
To her, a good job respects and nurtures the human spirit.
“It should be an environment where leaders lead with empathy, where communication is honest, transparent, and flows both ways, where people can ask questions freely for the sake of collective well-being,” she explains.
She adds that, in her view, a good workplace is one where employees aren’t silenced by fear, but instead are empowered through trust.
Victor Mukabi, a media practitioner, defines a good job as one that offers decent pay, reasonable working hours and conditions, and minimal risk of being replaced by AI.
Anne Indeche, a teacher by profession, agrees more, emphasising that fair and timely compensation is her top priority when evaluating a job.
“To me, a good job is one that pays well and on time, provides full salary payments, offers job security, fosters a positive work environment, adds value to one’s life, and allows for flexibility,” she says.
Ultimately, these insights reveal a workforce that values more than just a paycheck.
Summatively, mental well-being, job security in the face of technological disruption, and flexible work arrangements are emerging as the core pillars of what defines a good job in today’s uncertain economic landscape.
Unemployment crisis
This comes against the backdrop of rising unemployment rates, particularly among youth.
According to the Federation of Kenyan Employers (FKE), while the overall unemployment rate in Kenya stands at about 12.7 per cent, youth aged 15 to 34, who make up 35 per cent of the population, face a much higher unemployment rate of 67 per cent.
FKE further notes that across Africa, nearly 200 million people fall within the 15 to 24 age group, representing 40 per cent of the continent’s workforce and accounting for 60 per cent of the unemployed active labour force.
“This number is expected to double by 2045, bringing a big challenge to African economies since high youth unemployment is an impending threat to stability in Africa.”
The World Bank highlights the crisis, projecting that by 2050 Africa will be the only major region with a growing working-age population, expected to more than double to 1.3 billion—an increase of 700 million from today.
The youth population is also projected to rise by 80 per cent.
“By then, one in every three young people globally will be African. Creating enough jobs for everyone will undoubtedly be a significant challenge,” the World Bank states.
To keep pace with this population growth, the lender estimates that African countries will need to create 1.5 million new jobs each month, totalling 2.3 million jobs per year by 2055.
What denies youths jobs
A recent skills needs survey conducted by FKE highlighted that a major barrier preventing many youths in the country from securing employment is a lack of soft skills.
These shortcomings include weak communication, collaboration, and time management abilities, as well as limited critical thinking skills.
The report notes that most employers in the country are expressing concern about the skills gap among youths, which is causing them to have shorter tenures at their workplaces.
Lack of creativity, problem-solving solving and conflict resolution skills were also identified as other social impediments to youths’ progress in the job market.
From the survey, 49.1 per cent of the respondent firms identified effective communication as the most lacking social skill among job applicants.
Critical thinking at 41.7 per cent, teamwork 25.7 per cent, and time management skills at 23.4 per cent follow this.
“Employers also decry insufficient technical skills such as computer use proficiency, foreign language proficiency and management skills,” the report states.
The survey confirmed that such gaps have made it difficult for enterprises to fill vacancies.
According to a survey by The Eastleigh Voice, most formal sector workers are now reassessing what they truly value in their careers.
The findings reveal a clear shift from the traditional emphasis on a steady paycheck and job security.
Among six individuals aged between 25 to 35, working across various industries, a notable trend emerged: peace of mind and overall well-being, ranking as the most important factors in defining a “good job.”
A majority of the respondents placed their well-being first, but linked it closely with good compensation.
Adding to this evolving trend is the rise of Artificial Intelligence (AI) and the growing concern over its impact on job security.
A significant number of the respondents indicated that, for them, an ideal job is one with minimal risk of being entirely replaced by AI.
Cautious optimism
For the case of sectors where AI tools have already been adopted, many expressed a mix of cautious optimism about what the future holds.
Another key theme emerging from the survey is a growing demand for shorter office hours and more consideration for hybrid work arrangements.
Esther Kimotho, a 28-year-old civil engineer based in Nairobi, says that for her, a good job is one where she feels respected and emotionally balanced, even amid the daily challenges.
“Mental wellness comes first for me, especially after my experience in previous roles,” she explains. “Despite the attractive pay, I felt so unsettled that I eventually had to quit.”
Kimotho adds that while compensation and career growth are important, they only come into focus after ensuring a role supports her mental and emotional well-being.
She also emphasises that, in today’s world, a good job should offer greater employee privileges, such as shorter traditional office hours and incorporate the option for hybrid work to reduce time spent in the office and promote better work-life balance.
Kim Ochieng, a 34-year-old cyber café employee, defines a good job as one that offers both satisfaction and freedom.
“A good job should not only provide good income but, firstly, create opportunities for personal and career growth,” he says.
On her part, Jane Wanjiru, a 26-year-old marketing personnel, shares a similar sentiment, emphasising that a good job is about more than just a title or paycheck.
To her, a good job respects and nurtures the human spirit.
“It should be an environment where leaders lead with empathy, where communication is honest, transparent, and flows both ways, where people can ask questions freely for the sake of collective well-being,” she explains.
She adds that, in her view, a good workplace is one where employees aren’t silenced by fear, but instead are empowered through trust.
Victor Mukabi, a media practitioner, defines a good job as one that offers decent pay, reasonable working hours and conditions, and minimal risk of being replaced by AI.
Anne Indeche, a teacher by profession, agrees more, emphasising that fair and timely compensation is her top priority when evaluating a job.
“To me, a good job is one that pays well and on time, provides full salary payments, offers job security, fosters a positive work environment, adds value to one’s life, and allows for flexibility,” she says.
Ultimately, these insights reveal a workforce that values more than just a paycheck.
Summatively, mental well-being, job security in the face of technological disruption, and flexible work arrangements are emerging as the core pillars of what defines a good job in today’s uncertain economic landscape.
Unemployment crisis
This comes against the backdrop of rising unemployment rates, particularly among youth.
According to the Federation of Kenyan Employers (FKE), while the overall unemployment rate in Kenya stands at about 12.7 per cent, youth aged 15 to 34, who make up 35 per cent of the population, face a much higher unemployment rate of 67 per cent.
FKE further notes that across Africa, nearly 200 million people fall within the 15 to 24 age group, representing 40 per cent of the continent’s workforce and accounting for 60 per cent of the unemployed active labour force.
“This number is expected to double by 2045, bringing a big challenge to African economies since high youth unemployment is an impending threat to stability in Africa.”
The World Bank highlights the crisis, projecting that by 2050 Africa will be the only major region with a growing working-age population, expected to more than double to 1.3 billion—an increase of 700 million from today.
The youth population is also projected to rise by 80 per cent.
“By then, one in every three young people globally will be African. Creating enough jobs for everyone will undoubtedly be a significant challenge,” the World Bank states.
To keep pace with this population growth, the lender estimates that African countries will need to create 1.5 million new jobs each month, totalling 2.3 million jobs per year by 2055.
What denies youths jobs
A recent skills needs survey conducted by FKE highlighted that a major barrier preventing many youths in the country from securing employment is a lack of soft skills.
These shortcomings include weak communication, collaboration, and time management abilities, as well as limited critical thinking skills.
The report notes that most employers in the country are expressing concern about the skills gap among youths, which is causing them to have shorter tenures at their workplaces.
Lack of creativity, problem-solving solving and conflict resolution skills were also identified as other social impediments to youths’ progress in the job market.
From the survey, 49.1 per cent of the respondent firms identified effective communication as the most lacking social skill among job applicants.
Critical thinking at 41.7 per cent, teamwork 25.7 per cent, and time management skills at 23.4 per cent follow this.
“Employers also decry insufficient technical skills such as computer use proficiency, foreign language proficiency and management skills,” the report states.
The survey confirmed that such gaps have made it difficult for enterprises to fill vacancies.
FKE
youth employment
soft skills
Federation of Kenyan Employers
youth jobs
jobs AI
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