Entitled. It is a word increasingly used by South African employers when describing younger employees. How do we as companies start building professional young employees for future success?
Managers from companies that have engaged and taken part in Leverage Leadership programmes reported the following to us as their main concerns when it comes to young employees:
- Late coming
- Casual attitudes toward deadlines
- Shock at standard working hours
- Resistance to feedback
- Casual dress standards
- Expectations of flexibility without reciprocal accountability
But entitlement is rarely the root problem. It is usually the result of unclear expectations and inadequate preparation.
First Time Employment
Many young individuals have never been taught what employment truly represents.
An employment contract is not simply a document that guarantees income. It is a formal agreement built on:
- Mutual obligation
- Accountability
- Performance standards
- Legal responsibilities
- Organisational compliance
Without understanding these principles, employees may approach work as optional rather than contractual. Professionalism cannot be assumed. It must be taught.
Professional Identity From The Start
The Workplace Preparation Programme (NQF Level 2) addresses this gap by embedding foundational understanding of:
- Why work matters
- Why individual contribution matters
- Professional conduct and behaviour
- Time management
- Onboarding expectations
- Self-management and discipline
The participants in our programmes are guided to understand that employment is not about convenience. It is about contribution, reliability, and growth. Personally, reliability in our view is the path to sustainable growth.
They learn that discipline is not punishment; it is structure that enables opportunity.
Accountability Through Structured Learning
The Workplace Essential Skills Programme (NQF Level 4) builds on this foundation by developing practical understanding of:
- Employer–employee relationships
- Employment law basics
- Workplace policies and guidelines
- Work ethics, norms, and values
- Organisational structures
- Health and safety responsibilities
Participants in this programme analyse employment contracts and workplace policies, gaining clarity on what is expected of them within a professional environment.
This clarity removes the first employment fear we all have experience and teaches accountability in a positive manner. Simple.
Why This Matters for South African Businesses
Professional behaviour drives operational stability and sustainability.
When employees:
- Arrive on time
- Communicate proactively
- Dress appropriately for business
- Respect structure
- Accept accountability
Managers can focus on performance instead of correction. The Organisational culture strengthens. Your team trust improves and most importantly, client experience improves.
In contrast, when professionalism is inconsistent, culture deteriorates from within. Think about young start-ups during the .com BOOM and how the companies that survived was due to bringing in experienced leader to lead the “kids” who started the company.
In a constrained economic environment, South African businesses cannot afford workforce instability. Professional discipline is not outdated. It is a competitive advantage.
Employees who understand expectations, respect structure, and take ownership become assets rather than risks.
Moving from Frustration to Strategy
n a general survey to our customer we got the following feedback; Instead of asking, “Why are young employees entitled?” Businesses should ask, “Have we clearly and structurally prepared them for accountability?”
Leverage Leadership’s accredited programmes create that structure. They do not merely train for compliance. They build professional identity for the youth of South Africa.
Need to ensure your new, and young, employees are ready for the challenges that face them? Let’s discuss how Leverage Leadership can ensure they are ready and become your most valuable assets from the start.
