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30% of young people will quit their jobs within 3 months of employment | Lulaway on eNCA

May 26, 2017

Tackling Youth Employment Challenges in South Africa: Insights from Lulaway

Youth unemployment remains one of South Africa's most pressing issues, with an unemployment rate of 48% among the 15 to 24 age group. But an equally concerning trend is emerging: even among those who secure employment, 30% quit within the first three months. These statistics reveal a critical gap that requires attention—not just in job creation, but in supporting young people to succeed and stay in the workplace.

In a recent interview, Jake Willis, CEO of Lulaway, a prominent recruitment agency, shed light on this troubling reality. He explored why so many young employees "self-select" out of the workforce and how companies and society can address this issue.

Why Are Youths Leaving Jobs So Quickly?

Young people quitting jobs soon after starting often boils down to several key challenges:

  1. Economic Realities
    Many entry-level roles come with low salaries, and transport costs often consume a significant portion of their earnings. As Jake Willis explained, some employees feel there’s little financial difference between being unemployed and employed. This discourages them from persevering in their roles.
  2. Workplace Culture Shock
    Many young people enter the workforce without an understanding of workplace expectations. From taxes being deducted to the consequences of taking unapproved leave, these elements are foreign concepts for many first-time workers.
  3. Emotional and Logistical Barriers
    Many young workers carry emotional baggage and lack access to basic support systems. Without proper guidance or an avenue to resolve issues, they may feel overwhelmed and leave.
Solutions for Retaining Young Workers

Organizations like Lulaway are pioneering interventions to address these challenges:

  1. Induction Programs
    Jake emphasized the importance of proper induction for entry-level workers. Explaining workplace expectations, payroll deductions, and growth opportunities helps demystify the world of work for young employees.
  1. Collaborative Training Models
    A notable example is Lulaway’s partnership with employers like Bidvest Protea Coin, where recruits undergo intensive training in a structured environment. Programs like these provide room and board for new employees during their first three months, ensuring stability and preparation before they formally enter the workforce.
  1. Structured Support Systems
    Practical support, such as helping employees resolve workplace challenges and offering mentorship, equips young people to overcome emotional and logistical barriers.
  2. Bridging Economic Gaps
    Subsidized salaries and transportation allowances during the first few months of employment help alleviate the financial burden of transitioning into work.
The Role of Employers and Corporates

For businesses hiring young workers, understanding the socio-economic realities of youth is critical. Employers need to invest in their entry-level workforce through mentorship, support, and flexible solutions. Programs tailored to the realities of young people’s lives can go a long way toward reducing dropout rates and fostering loyalty and productivity.

A Call to Action

Youth unemployment is more than a statistic; it’s a societal challenge that demands multi-stakeholder collaboration. Companies, recruitment agencies, and policymakers must work together to not only create jobs but also ensure that young people thrive in them.

As Jake Willis rightly pointed out, the journey into employment isn’t instantaneous—it’s a process. By equipping young workers with the skills, understanding, and support they need, South Africa can make meaningful strides toward solving its youth employment crisis.

Employ. Empower. Uplift.

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