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Reskilling is not as daunting as it seems

There are many reasons why people decide to change their jobs. Some are forced to do so due to the changes in the job market, while others choose a new career path because their current one is no longer fulfilling. Though the reasons may differ, the trend is clear – more and more people worldwide will reskill and change their jobs. 

The World Economic Forum’s ‘The Future of Jobs Report 2025’ estimates that by 2030, 39% of professionals will need to change their occupations. Meanwhile, consulting firm McKinsey reports that by the same year, 375 million workers will need to upgrade their skills or acquire entirely new ones. This means that even if, within the next five years, we do not find ourselves among those forced or seeking to explore new career opportunities, there is still a high likelihood that we will pursue additional skills to keep up with labour market changes that will eventually affect all professions.

Reskilling: a necessity and a choice

Most typically, discussions about career change take place in relation to changes in the labour market which are partly caused by the development of new technology. As a result, some professions will become redundant, and certain tasks will be taken over by artificial intelligence.

However, this is only one of the reasons people decide to change careers. Many consider a career transition because they:

  • do not find satisfaction in their current job,
  • experience professional burnout,
  • are dissatisfied with the employment conditions associated with their profession,
  • find the maximum earnings in their field too low.

As an example, according to a study conducted by the US-based online resume builder Kickresume, in the last five years up to 58% of Americans preferred to change jobs rather than wait for a promotion at their companies. Kickresume analysed 1,250 active LinkedIn profiles of US professionals at the end of last year. It turned out that since 2019 only 17% have been promoted by their current employer. Meanwhile, the Michael Page global survey of skilled professionals ‘Talent Trends 2024’ shows that career growth has been among the top five indicators of job satisfaction for professionally active individuals (Job Satisfaction Index). 

Conclusion? Career change is not necessarily a grim necessity driven by inevitable global shifts and the fear of unemployment. Many people believe that having the chance to advance, take on new tasks, and keep learning is crucial to their job satisfaction. If these opportunities are not available in their current career, they are open to changing it.

Developing competence – a universal solution

The reasons behind reskilling may vary, but there is a universal solution that applies to any situation. The earlier it is implemented, the better – it helps navigate challenging circumstances, such as suddenly losing the ability to work in one’s current profession, while also effectively preparing for a promotion or career transition. The key lies in lifelong learning and the continuous development of skills.

According to the idea of lifelong learning, the process of acquiring new skills does not end with formal education. On the contrary – it lasts throughout life. Participating in training sessions and courses, pursuing postgraduate studies, and engaging in personal development and hobbies – all contribute to continuously expanding one’s knowledge and enhancing qualifications. These may include soft skills, as well as digital, language, analytical, or negotiation skills. As a result, lifelong learners can leverage their diverse skills at any point in their lives, making it easier to advance to a new level, change careers, or embark on entirely new endeavours. 

This approach aligns with the European Union’s initiatives. For many years, the European Commission has strongly emphasised the promotion of lifelong learning solutions in member states (eg., the Council Recommendation of June 22, 2022, on the European approach to microcredentials). A further step taken by the European Parliament to promote lifelong learning was the establishment, in December 2024, of the Intergroup on the Future of Education and Skills for a Competitive Europe. Its mission is to adapt education and training systems across Europe so that citizens of member states acquire future-ready skills. It has been recognised that one of the most pressing needs of European societies is the implementation of a coherent strategy for education and skills development – one that enables people to remain adaptable in a rapidly changing world.

New skills and competences should be formally recognised in order to be an asset during, for example, job interviews. While courses and training programs typically provide certificates confirming the acquisition of specific knowledge, this is not always the case for other forms of learning. This is where microcredentials play an increasingly important role in verifying specific skills. Collecting them helps build a modern competency portfolio that can be easily showcased to potential employers. Holding microcredentials provides a competitive edge in the job market, allowing candidates to stand out among others with similar education and experience. Moreover, for those considering a career change, these valuable credentials facilitate entry into a new field, enhancing their attractiveness to employers.

‘Training programmes, that are designed to bridge the skills gap, offer a solution for those employed in declining industries. Effective training goes beyond well-defined objectives and appropriate teaching methods – it also involves assessing whether the intended learning outcomes have been achieved and confirming them through the issuing of an appropriate certificate. In this way, microcredentials can become a valuable tool in the reskilling process,’ says Sławomir Szymczak, lead expert in digital solutions for skills development in the project ‘Microcredentials – pilot of a new solution supporting lifelong learning’.

Sources: 

  1. Future of Jobs Report 2025
  2. https://www.weforum.org/publications/the-future-of-jobs-report-2025/
  3. https://www.mckinsey.com/featured-insights/future-of-work/jobs-lost-jobs-gained-what-the-future-of-work-will-mean-for-jobs-skills-and-wages
  4. https://kwalifikacje.edu.pl/jak-sie-przebranzowic/
  5. https://www.kickresume.com/en/press/job-linkedin-promotion-study/
  6. https://www.michaelpage.pl/en/talent-trends
  7. https://www.lllplatform.eu/post/european-parliament-s-first-ever-intergroup-on-education-and-skills