Skills are changing. Not just somewhere. Everywhere.

The Tipping Point Has Already Passed

In 2016, employers expected only 35% of workers’ core skills to change in the coming years.
Then came COVID.
And with it: digitization, remote work, automation, AI… everything accelerated. By 2020, that estimate jumped to 57%. Employers were no longer speculating—they were declaring:

“We can’t lead the future with yesterday’s skills.”

But then, a shift. In 2023, the number dropped to 44%; in 2025, it’s projected to stabilize at 39%.
Not a reversal, but a new balance. Organizations have now adapted. They know how to upskill, reskill, and—most importantly—who to keep on the journey.

Global Skill Disruption Is Not Uniform. It’s Uneven, but Unavoidable.

The second chart reveals that the disruption to skills isn’t happening everywhere at the same intensity.

  • Highest expected disruption: Egypt, Zimbabwe, Türkiye, Colombia—between 44% and 48%.
    These are young, developing, fast-transforming economies. The pressure to evolve is not just present—it’s urgent.
  • Middle-of-the-road disruption: Greece, Serbia, Italy, Korea, Canada, India—around 38–39%.
    Here, organizations are still holding onto legacy structures but are gradually pivoting.
  • Lowest expected disruption: Netherlands, Czechia, Denmark—below 30%.
    This isn’t comfort—it’s a sign that current skillsets still align with emerging demands. But remember: for now.

Because this data tells us:

“No matter where you live—either your skills evolve, or you’re left behind.”

So, What Happens Next?

  • Skill stability is not a “privilege”—it’s temporary.
  • Continuous learning is no longer a “nice-to-have”—it’s a survival strategy.
  • And by 2030, many of the skills we call “core” today will be completely obsolete.