How to Keep Skills Fresh
Technological transformation is no longer a disruption—it’s the default. From AI tools reinventing workflows to industries rapidly digitizing operations, the shelf life of today’s skills is shorter than ever. Research by IBM argues that most workplace skills have a half-life of about five years, with more technical skills lasting just two and a half years. An edX survey from two years ago was even less optimistic, predicting that half of all employee skills would be outdated by this year.
The challenge for organizations isn’t just keeping up with change—it’s ensuring their employees do, too.
The good news? More companies are embracing continuous learning not as an optional perk but as a strategic imperative. To explore how that shift is playing out, we spoke to senior HR leaders from the HR Think Tank, who are building agile, future-ready workforces across industries.
Their consensus? Upskilling must be proactive, not reactive. And continuous learning is now central to both talent development and career progression.
The Importance of Durable Skills
“Organizations should put durable skills first… communication, critical thinking and collaboration are less likely to become outdated.”
Not all skills age at the same pace. While some technical proficiencies fade with the next software update, others—like communication, adaptability and critical thinking—endure.
Caitlin MacGregor, CEO and Co-Founder of Plum, argues for putting these “durable skills” front and center:
“Given the speed of change, organizations should put durable skills first. These skills, previously called soft skills, include things like communication, critical thinking and the ability to work collaboratively. These skills are less likely to become outdated.”
But she also notes that “perishable skills”—like programming languages or platform-specific tools—still require constant refresh.
“There will be a need for continuous learning around perishable skills, which come and go with technological trends… Building talent strategies that put durable skills ahead of perishable skills allows organizations to adapt as necessary.”
Get Ahead of the Skills Gap—Before It Happens
“Organizations that wait for skills gaps play catch-up. Get ahead of change.”
One of the biggest pitfalls companies face? Waiting until skills are already outdated to take action.
Francesca Ranieri, Founder of Frank. and former talent leader at Nike and Deloitte, says planning ahead is essential:
“Organizations that wait for skills gaps play catch-up. Get ahead of change. Figure out what skills your company will need before you need them… Have staff dedicated to skill sensing. Make skill planning part of annual and quarterly planning/reviews.”
Ranieri recommends using AI to personalize learning journeys and building a culture where “asking questions is normal and sharing knowledge is expected.”
On the employee side, she says workers should take ownership of their development—regularly scanning job descriptions and industry reports to “learn what’s next, not what’s now.”
Learning Is No Longer Optional—It’s Career Fuel
“Continuous learning promotes personal confidence, self-trust and composure… and prompts higher levels of creativity.”
For employees, continuous learning isn’t just about staying relevant—it’s becoming a prerequisite for advancement.
Laci Loew, HR analyst and Fellow at the Global Curiosity Institute, emphasizes that development is now nonnegotiable for both career and personal growth:
“Perpetual upskilling, reskilling and employees’ adaptation to ever new and changing business demands… are requisites to merely maintaining a competitive and high-performance workforce today.”
She adds that learning also brings psychological benefits:
“Continuous learning promotes personal confidence, self-trust and composure. It enhances connection and collaboration among the workforce… and prompts higher levels of creativity and innovation.”
In short, developing new skills isn’t just about job security—it’s about maintaining curiosity, engagement and momentum. As a bonus, it can also lead to higher employee retention. For example, one study found that “participating in professional training/development is related to a lower risk of leaving current employment.”
Turning Learning Into a Strategic Advantage
“To future-proof talent, companies must invest in scalable learning systems and a culture that empowers employees to grow continuously.”
Companies that build infrastructure to support this mindset are reaping real returns. According to Ulrike Hildebrand, Strategic HR Advisor at Pin-Point Solutions, the essentials still matter:
“Standard methodologies, including robust learning and development programs, cultivation of a continuous learning culture and leveraging learning management systems for self-paced learning, remain vital.”
Hildebrand advocates for using AI to automate skills gap assessments and recommend personalized content, helping teams stay agile without overwhelming HR.
But to make it work, she says companies must be willing to invest in their people:
“Successful implementation relies on organizational commitment to human capital investment, overcoming potential resource allocation hurdles.”
Linking Learning to Career Growth and Culture
“Continuous learning is key to career advancement… position employees for leadership roles.”
At Navy Federal Credit Union, with a workforce of 25,000-plus, talent strategy is tightly linked to culture and career advancement.
Britton Bloch, Vice President of Global Talent Acquisition Strategy and Head of Recruiting, underscores the importance of access and opportunity:
“Organizations can keep employee skills up to date by offering continuous learning opportunities, such as online courses, workshops and cross-functional projects.”
Bloch adds:
“Continuous learning is key to career advancement by enhancing employees’ skillsets, boosting their confidence and positioning them for leadership roles.”
She also recommends making learning a part of performance evaluations so growth is seen as a requirement—not a bonus.
Actionable Strategies for Keeping Employee Skills Current
To help future-proof your workforce, consider these six key actions:
- Prioritize Durable Skills
Focus on competencies like adaptability, collaboration and critical thinking, which stay relevant no matter the tech. - Conduct Skills Forecasting
Build dedicated teams or processes to “skill-sense”—identify future competencies based on industry and tech trends. - Invest in Learning Infrastructure
Use learning management systems, AI tools and microlearning platforms to personalize training at scale. - Make Learning Part of the Job
Integrate upskilling into projects, cross-functional assignments and mentorship—not just formal courses. - Incentivize and Recognize Growth
Tie learning achievements to promotions, recognition programs or career progression pathways. - Assess, Automate and Adapt
Use AI to identify skills gaps and recommend training content, reducing manual analysis and surfacing relevant learning paths.
The New Career Currency Is Curiosity
As work evolves, so must the workforce. And that evolution hinges on a learning culture that’s both employee-driven and organizationally supported.
The HR Think Tank experts agree: Continuous learning isn’t just a career booster—it’s a competitive necessity. Whether it’s staying sharp on emerging tech or developing interpersonal resilience, the future belongs to the curious, the agile and the always-learning.
