Renowned filmmaker and entrepreneur Kunle Afolayan has expressed deep concern over the pervasive culture of inefficiency he observes among workers in Nigeria, despite widespread complaints about unemployment. In a candid statement that has sparked conversations across the nation, Afolayan lamented the stark disconnect between the desire for jobs and the ability to perform effectively once employed. “A lot of people cry about not having a job, but when they get one, they are inefficient,” he remarked, shedding light on what he describes as a growing crisis of competence in the Nigerian workforce.
Afolayan’s comments come at a time when Nigeria grapples with an unemployment rate that remains alarmingly high, particularly among its youth population. According to recent data from the National Bureau of Statistics (NBS), unemployment and underemployment continue to plague millions of Nigerians, forcing many into precarious economic conditions. Against this backdrop, Afolayan’s critique strikes a chord, pointing to a paradoxical situation where opportunities exist but are often squandered due to a lack of preparedness, dedication, or professionalism.
The filmmaker, who has built a reputation not only as a storyteller but also as an employer through his production company and other ventures, shared his frustration based on firsthand experiences hiring and managing staff. He recounted instances where individuals initially appeared eager and qualified during recruitment processes but later demonstrated subpar performance, poor work ethic, or an inability to adapt to workplace demands. For Afolayan, this pattern is emblematic of deeper systemic issues affecting productivity and innovation in Nigeria’s labor market.
One of the key factors contributing to this challenge, according to Afolayan, is the inadequate preparation of graduates entering the workforce. Despite producing thousands of university and polytechnic graduates annually, Nigeria’s educational system has long been criticized for failing to equip students with practical skills relevant to modern industries. Theoretical knowledge often takes precedence over hands-on experience, leaving many young professionals ill-prepared for real-world challenges. This mismatch between academic training and industry requirements creates a gap that employers like Afolayan find difficult to bridge.
Beyond education, Afolayan highlighted cultural attitudes toward work as another barrier to efficiency. He noted that some employees exhibit a lack of accountability, showing up late, delivering incomplete tasks, or prioritizing personal interests over organizational goals. Such behaviors, he argued, reflect a broader societal mindset that undervalues diligence and excellence. “We need to reorient ourselves and understand that every job, no matter how small, contributes to the bigger picture,” he emphasized, urging Nigerians to adopt a more conscientious approach to their responsibilities.
The issue extends beyond individual shortcomings; structural problems within organizations also play a role. Many businesses in Nigeria struggle with outdated systems, insufficient mentorship programs, and limited access to technology—all of which hinder employee growth and performance. Without proper support structures in place, even motivated workers may find it challenging to thrive. Afolayan called on both public and private sector leaders to invest in creating enabling environments that foster learning, creativity, and productivity.
Public reaction to Afolayan’s remarks has been mixed, reflecting the complexity of the issue. Some agree wholeheartedly, sharing anecdotes of encountering unqualified or disengaged colleagues in various sectors. Others, however, view his statements as overly harsh, arguing that systemic barriers such as corruption, nepotism, and unequal opportunities often force talented individuals into positions unsuited to their abilities. They contend that addressing these root causes is essential to unlocking the potential of Nigeria’s workforce.
Despite differing perspectives, there is consensus that the country must take decisive action to reverse this trend. Experts suggest several strategies to tackle incompetence and enhance workforce readiness. First, reforming the education system to prioritize vocational training and STEM (science, technology, engineering, and mathematics) subjects could better align curricula with market needs. Partnerships between educational institutions and industries would further ensure that students gain exposure to practical applications of their studies.
Second, fostering a culture of lifelong learning is critical. Encouraging employees to pursue additional certifications, attend workshops, and stay updated on industry trends can help them remain competitive in an ever-evolving global economy. Employers, too, have a responsibility to provide ongoing professional development opportunities, recognizing that investing in human capital yields long-term benefits.
Third, instilling values of discipline and integrity from an early age is vital. Parents, teachers, and community leaders must emphasize the importance of hard work, punctuality, and teamwork, shaping mindsets that prioritize excellence. Media platforms and public figures like Afolayan can amplify these messages, inspiring younger generations to strive for greatness.
Finally, addressing structural deficiencies within organizations requires concerted efforts from policymakers and business owners alike. Streamlining bureaucratic processes, adopting digital tools, and implementing merit-based promotion systems can create fairer and more efficient workplaces. Additionally, anti-corruption measures should be strengthened to eliminate practices that undermine meritocracy and discourage talent.
For Afolayan, tackling incompetence is not just about improving individual outcomes—it’s about transforming Nigeria’s trajectory as a nation. As someone deeply invested in creative industries, he understands the transformative power of storytelling and innovation in driving economic growth. However, realizing this vision depends on cultivating a workforce capable of meeting international standards while preserving local authenticity. “We cannot afford to keep recycling mediocrity,” he warned. “If we want to compete globally, we must demand excellence from ourselves and those around us.”
His words resonate particularly strongly in a country rich in human and natural resources yet struggling to harness its full potential. By shining a spotlight on inefficiency, Afolayan hopes to ignite meaningful dialogue about the steps needed to build a more competent and resilient workforce. While acknowledging the obstacles ahead, he remains optimistic about Nigeria’s capacity for change. “Our greatest asset is our people,” he affirmed. “But we must empower them to rise to the occasion.”
As discussions around his statement continue, one thing is clear: solving Nigeria’s competence conundrum will require collective effort. From educators and employers to government officials and citizens, everyone has a role to play in reshaping the narrative. Whether through policy reforms, skill acquisition programs, or shifts in attitude, the path forward demands courage, collaboration, and commitment. Only then can Nigeria unlock the brilliance of its people and achieve sustainable progress—a goal worthy of the dreams and aspirations of its vibrant population.
