Corporate Rwanda is booming with growth, but for many young professionals, their experience within the corporate sector is far from smooth. While the country pushes forward with ambitious development goals, many young employees feel their voices are stifled, their potential overlooked, and their challenges dismissed.
One of the most common complaints voiced by young employees in Rwanda is the lack of recognition. According to a study by Youth Engagement for Employment and Sustainable Development (YESD), 63% of young professionals in corporate jobs reported feeling underappreciated at work. Despite long hours and often going the extra mile, many find their contributions overlooked.
Jean-Paul, a 28-year-old financial analyst working at a certain bank in Kigali, expresses his frustration: “We put in the work, we deliver results, but all you get at the end of the day is another task. There’s no acknowledgment, no appreciation. It feels like a never-ending cycle where you’re only as good as your last project.”
“It’s as if when you work hard you are only rewarded with more work at the end of the day, it is never rewarded with a promotion or even a raise,” he sighed.
This lack of recognition not only affects morale but also leads to burnout, as young people push themselves to meet deadlines without any tangible reward or appreciation.
Another major concern is the lack of clear career progression. For many young professionals, landing a corporate job is just the beginning of what they hope will be a rewarding career. However, too often, they find themselves stuck in the same role for years, with little to no opportunities for advancement.
The lack of career development is a significant source of frustration for young people who feel they have the skills and drive to move up the corporate ladder but are given little to no support.
Diane, a 26-year-old marketing executive, shares her perspective: “I joined the company with high hopes. I thought there would be opportunities for training, mentorship, and promotion. But three years later, I’m still in the same position, doing the same tasks. It’s demotivating.”
“We Want Flexibility, Not a 9-to-5 Prison.” The rigid 9-to-5 work culture in Rwanda is another sticking point for many young professionals, particularly as the global workforce is shifting towards more flexible work arrangements. Remote work, flexible hours, and a better work-life balance have become standard in many parts of the world, yet in Rwanda, corporate culture remains largely traditional.
According to a study by Research gate workspace flexibility and functional flexibility have significant positive relationships with employee engagement. The COVID-19 pandemic demonstrated that remote work is possible, but many companies have been reluctant to adopt these practices permanently.
Solange, a 25-year-old project assistant, highlights this frustration: “During the pandemic, we proved that we can be just as productive, if not more, while working from home. But now it’s back to the old way of doing things. We want flexibility, not because we don’t want to work, but because it makes us more efficient.”
Work environment is also something young people have stressed. “A Toxic Work Culture is Draining.”
Workplace culture can either nurture employees or drain them, and for many young professionals, the latter is often true. Corporate Rwanda is often marked by hierarchical structures and a lack of transparency, which fosters environments where communication is poor and decisions are made without employee input.
This culture leaves young employees feeling undervalued and disconnected. Patrick, a 30-year-old IT specialist, says: “The culture is toxic. There’s no trust in employees’ abilities, so managers micromanage everything. It’s suffocating, and it kills any enthusiasm or creativity we might have.”
What Can Employers Do? While the frustrations of young professionals in Rwanda are real, they are not insurmountable. Employers have the opportunity to create work environments that are not only productive but also fulfilling for their employees. Here’s what young people believe can be done:
Invest in career development. Companies should prioritize mentorship programs, offer training opportunities, and provide clear paths for promotion. When employees see room for growth, they are more likely to stay motivated and loyal.
Recognize and reward hard work. Regular feedback and recognition, both formal and informal, can go a long way in boosting morale. Employees should feel that their efforts are seen and valued.
Foster a positive work culture. Transparency, open communication, and trust in employees are key to creating a positive workplace culture. Employers need to build environments where employees feel heard, supported, and empowered.