How can the real estate industry nurture young property practitioners?

Young property practitioners are hungry to learn. They're digitally fluent. And they're ready to make their mark. Many arrive in the real estate industry full of energy and ambition, eager to build careers that matter. But too often, they discover that support structures are thin, mentorship is scarce, and opportunities to grow are unevenly shared. The numbers make it clear: according to a Prop Data Youth Month (June) poll, over 58% of practitioners say the support for young talent just isn’t there yet.

Yet the value young professionals bring to real estate is undeniable. They speak the language of a new generation of clients, adapt quickly to change, and bring fresh thinking to long-standing challenges. For the industry to thrive, it must do more than just welcome young talent; it needs to actively nurture it.

What’s holding young practitioners back?

According to Prop Data’s poll, the biggest barriers facing young property practitioners are financial instability early in their careers (54.8%), a lack of mentorship (19.2%), and strong competition from experienced practitioners (14.4%). Kyle Vernes, Head of Developments at Revo Property, believes real estate agencies and brokerages can take an active role in creating supportive work environments.

Tackling financial instability early on

Real estate is commission-based, and for young practitioners starting out without a financial cushion, the first few months can be especially tough. 

• Offer basic financial support: “Real estate business should introduce entry-level financial remuneration such as basic retainers, training allowances, or performance-linked stipends,” says Vernes. “These can also come as advancements from future commission payouts. This helps reduce financial pressure and allows young practitioners to focus on learning, networking, and developing their skills without the immediate burden of making sales.”
  
  
• Use available tax incentives: The SARS Youth Employment Tax Incentive allows employers to reduce their PAYE liability by up to R1,000 per qualifying young employee, making it more viable to support junior practitioners.
  
  
• Provide essential tools: Helping with or subsidising basic necessities like data, devices, or transport access can significantly reduce the barrier to entry, especially for disadvantaged youth.

Make active mentorship a must

Many young practitioners are being thrown into the field with little to no guidance, which slows growth and lowers retention.

• Take a structured approach: “Real estate businesses should implement and emphasise formal mentorship programmes that pair young practitioners with experienced ones,” advises Vernes. “These should include practical, hands-on training, soft skills development, and regular check-ins to track progress.”
  
  
• Bring it into your culture: Recognise mentorship as a core business value, not an optional extra.

Help level the playing field

New practitioners find themselves competing with established professionals who dominate networks and referrals, and aren’t always eager to collaborate.

• Cut down on internal rivalry: “Real estate businesses should promote knowledge-sharing and create a more collaborative and inclusive environment,” shares Vernes. “This can include encouraging co-listings, shared deals, and team-based sales strategies instead of operating in individual silos.”
  
  
• See the value in youth: Young practitioners have unique strengths like tech fluency and connection to younger buyers and renters. Intergenerational learning can also help older, less tech-savvy staff enhance the way they work.

By actively addressing the challenges facing young property practitioners, property companies can build stronger, more adaptable teams. A supportive approach doesn't just grow young talent, but it improves how the entire business runs.

What is the PPRA doing to help?

The Property Practitioners Regulatory Authority (PPRA) plays an important regulatory and administrative role in real estate, but also has a responsibility to create opportunities for young property practitioners in the industry. Their One Learner — One Property Practitioner Youth Programme provides intern property practitioners with an opportunity for supervision by a suitably qualified mentor within registered enterprises. These interns are provided with a stipend payment and funding for training and skills, empowering the historically disadvantaged with employability within the property sector.

According to the PPRA Annual Report 2023/2024, from 2019-2024, 2,884 candidate property practitioners have been placed with real estate industry host companies. In 2024, 530 learners were recruited, which makes up a 35.9% increase in the number of learners enrolled in the programme from the previous year. This not only reflects the programme’s momentum but also shows a growing commitment to giving young property practitioners a real chance to succeed.

Youth empowerment in practice

When youth empowerment becomes part of the culture, not just the policy, real change happens. At Revo Property, that approach is easy to spot. “We’ve built our entire business model around a young, dynamic, and future-focused workplace,” says Vernes. “Innovation and a commitment to holistic development are deeply embedded in our culture.”





The company gives young entrants in the industry a range of spaces to find their passion. “By offering a full-spectrum property service, spanning off-plan developments, sales and rentals, property maintenance, and asset management, we create diverse opportunities for young professionals to explore different facets of the industry and grow within the company,” shares Vernes.

Rather than looking outside for leadership, Revo aims to grow its people from the inside. For young practitioners, this means there’s a clear path for upward mobility. “We upskill and empower from within rather than outsourcing or hiring for senior roles externally,” highlights Vernes. “We prioritise internal development and mentorship, and I’ve personally experienced the impact of this approach.”

“It’s clear that investing in and putting people at the centre of the business has been key to our growth. This investment in talent has made Revo one of the fastest-growing and most progressive real estate companies in South Africa,” he adds.

Champion young practitioners in your business

The future of real estate depends on the next generation. Whether it's offering mentorship, easing financial pressure, or simply creating space for young voices to be heard, every agency and brokerage has a role to play. Take a closer look at your own business — and ask what more you could be doing to nurture, support, and empower young property practitioners to succeed.