Future-Proof Your Career: Insights from the Re:work Report

The world of work is shifting fast. AI is reshaping job requirements. Retiring Baby Boomers are creating gaps in leadership. And employers are rethinking what really makes someone qualified. For you, this is a time to prepare, not panic.

The Kelly Global Re:work Report draws on insights from more than 6,000 workers and executives across North America. We’ve pulled the most powerful insights and translated them into clear, practical advice you can use to future-proof your career.

Key Takeaways

• Embrace AI as a career tool: AI is transforming industries; learning to use it effectively is crucial.
• Highlight soft skills: Communication and teamwork can differentiate you in a competitive market.
• Stay informed on industry trends: Continuous learning keeps you ahead of workforce shifts.
• Prepare for leadership opportunities: Baby Boomers’ retirements create openings for emerging talent.
• Choose growth-focused employers: Align with companies that invest in employee development.

AI is here. The question is, are you ready?

If you’re unsure how AI will impact your career, you’re not alone. Most workers feel the same. But here’s what the numbers say: in STEM sectors, 69% of global executives believe refusing to learn AI tools is riskier than AI itself. In business professional and industrial sectors, 64% of executives say AI or automation is prompting job cuts, though only 43% of workers expect layoffs tied to new tech.

Translation: whether you see AI as a threat or a tool, ignoring it is the bigger risk. Knowing how to use it is moving from “nice to have” to baseline. This week, pick one task in your line of work and try an AI tool to do it faster. Small reps add up to real confidence.

“The future of work shouldn’t pit humans against AI but create partnerships that leverage the strengths of both. By focusing on collaboration, adaptability, and innovation, teams can overcome initial hesitations about AI and discover new possibilities for growth.” – Amy Bouque, Chief People Officer at Kelly

Your boss already expects you to use AI

Here’s the tough reality: six out of ten (59%) of business professional and industrial executives say they’re likely to replace workers who refuse to adopt AI. Yet fewer than half of those workers believe their company would actually do it. That gap is dangerous. Too many people are underestimating how serious employers are about AI readiness.

Don’t assume you’ll get a pass. Instead, take initiative and set up an honest conversation with your manager. Ask how AI is being used in your team, what opportunities or tools they see coming, and where you could experiment, reskill, and explore, and explore new use cases in your current role. Your curiosity signals that you’re adaptable and positions you part of the solution, not the resistance.

AI at work is often hiding in plain sight

A big reason for the disconnect around AI in the workplace is that it isn’t always obvious. Only 4% of business professional and industrial executives say their company isn’t using any AI, but nearly one in four (24%) business professional and industrial workers report they haven’t seen AI tools in use at all. In reality, AI is often running behind the scenes in systems and tools you use every day.

Instead of waiting to be told, take charge of your learning. Scan current job postings in your field and note the top three AI or tech skills that appear most often. Bring that list into a career development chat with your manager and ask which ones would be most valuable for your role or team. That way, you’re not just spotting trends, you’re harnessing them to shape your future.

Don’t fear the future of work, train for it. You don’t have to become an expert overnight. But if you stay curious, seek our learning opportunities, and practice with AI-powered tools, you’ll build confidence and put yourself ahead as change takes shape.

Your skills are worth more than a diploma.

Across industries, employers are rethinking what makes someone qualified. Nearly two-thirds (65%) of global executives say they’re moving away from requiring degrees and focusing more on practical skills. This skills-first approach opens doors for veterans, career switchers, and mid-career professionals who bring proven experience but may not fit traditional resume filters.

From a recent Kelly survey “The (Dis)Honest Job Search”

That’s good news if you’re looking to pivot careers, re-enter the workforce, or grow without a four-year degree. Employers are desperate for skills in AI, cybersecurity, cloud tools, and data analysis. But here’s the catch: everyone is chasing those same technical skills. What sets you apart are the often overlooked but essential skills such as communication, professionalism, and teamwork. Those soft skills can make you the candidate who stands out amongst a sea of similar resumes.

But even with this focus on skills, there’s still confusion about what employers actually need. For example:

• 46% of business professional and industrial executives say they’re struggling to hire for AI-related skills.
• But only 18% of business professional and industrial workers feel AI is in demand in their line of work.
• In STEM fields, 51% of executives say their employees lack AI skills, and 42% of workers agree – showing both sides recognize the gap in emerging technologies.

This inconsistency makes it harder to know where to focus your energy, and it shows why relying on outdated job descriptions can hold you back. One of the best investments you can make in yourself is to audit your own resume and LinkedIn (whether you’re actively looking for a position or not.) Make sure the skills you already use every day—both technical and soft—are clearly listed and up to date. Industries are evolving quickly, and employers can’t value skills they don’t see.

Upskilling isn’t just your responsibility

Everyone in the workforce knows learning is a lifelong endeavor. But when upskilling feels hard or out of reach, the reasons aren’t always what leaders think.

Here’s what business professional and industrial workers say is actually holding them back:

• 35% can’t get access to resources
• 25% don’t have the time
• 24% say they don’t have opportunities to apply what they’ve learned
• Only 17% point to motivation as the problem

And yet, over a third (34%) of business professional and industrial executives blame “lack of motivation.” That disconnect matters—because when leaders misdiagnose the problem instead of fixing access and time barriers, real growth slips away.

“Equity at work isn’t about lowering standards—it’s about removing barriers that prevent talented people from accessing opportunities.” — Keilon Ratliff, Chief Diversity Officer & President of Enterprise Accounts at Kelly

Despite the challenges, many people still believe in their ability to grow. In fact, 85% of business professional and industrial workers say they know what it takes to earn a promotion. But confidence doesn’t always translate into support. Just over half (51%) of business professional and industrial workers say their company actively supports career development, and only 42% describe their employer as truly invested in it.

If you’re feeling stuck, you’re not alone—and it may be your cue to act. Start by choosing one skill you’d like to grow and carve out a small, realistic way to practice it each week. Find a free online module, shadow a teammate, or ask your manager for a stretch project. If your company won’t support that growth, treat it as your signal to find one that will. Career development shouldn’t rest entirely on your shoulders, but taking one step at a time keeps you moving forward.

Retirements are coming (and that opens doors)

Baby Boomers are retiring in large numbers and with them, decades of experience and institutional knowledge are walking out the door. That’s creating risk for companies, but opportunity for you.

Executives see the danger. A staggering 92% of global execurives say retirements are fueling labor shortages, and nearly 40% are extremely worried about the impact. Global workers feel it too. 81% are concerned their employers won’t be able to replace retiring boomers. The reality is clear: organizations are not ready.

“Some signs that someone might be ready to take on greater leadership responsibilities include their ability to influence the team, put enterprise priorities into action, and build trusting relationships—regardless of their current role.” — Lauren Baldwin, Sr. Organizational Effectiveness Consultant at Kelly

That uncertainty opens the door for the next generation of talent. Leadership gaps are emerging, and someone will need to step in. Don’t just want it happen— start positioning yourself now. Take inventory of who’s leaving in your workplace, what responsibilities they hold, and where you could step up. Even volunteering for one stretch project today can put you first in line when bigger opportunities open tomorrow.

Not all workplaces offer the same opportunities

Workers and executives don’t always see eye to eye on what it’s like to work at their company. That gap gap shows up in striking ways. For example:

• Satisfaction: 27% of global workers say it’s improved vs. 42% of global executives
• Loyalty: 30% of global workers feel more loyal, but 27% feel loyalty decreasing
• Career alignment: While 58% of global workers feel confident their roles align with long-term goals, 42% remain unsure about the path ahead.

“Workers want purpose and connection, not just a paycheck.” — Richard Glover, Director Enterprise Risk, Compliance, & Sustainability

Millennials and Gen Z workers, in particular, expect clarity, flexibility, and purpose. In business professional and industrial sectors, the benefits they want most are:

• Flexible hours (52%)
• Company equity (49%)
• Professional development (42%).

But the reality doesn’t always match. Only 39% of business professional and industrial employers offer training, and just 33% provide equity.

Regardless of which benefits are most important to you, it’s clear transparency is key.