Back to overview

Future work skills

A smart company is prepared for the future. In this rapidly changing world, employers are constantly looking forward. This also means that they have to think about the future needed skills of their employees for the next 10 years. Think of technological skills, intercultural communication skills, or a new style of leadership. This way you can keep your company and employees strong and flexible.

Sustainable employability

One in three employees is afraid that they will no longer be relevant in the future. This leads to less productivity, (mental) health issues, or a search for more relevance.

Whoever believes that people are the most important element of a company should answer the question: To what extent is the current job profile changing? What does it take to stay valuable in the future? What would and could the employee develop?

Only together you can create the right intrinsic motivation to keep on learning.


On to the future

If you, as an employer, opt for a solid foundation for the future, you need to offer the opportunity to learn, in line with the talents and ambitions of your employees. For example, think of an online module about artificial intelligence and robotization. Or maybe a clear system training regarding the new software.

Soft skills, such as customer focus or future focused leadership, are also among the top skills of the future. You can achieve incredible results with the use blended learning.

Learning on the job is a fast and accessible way to apply future work skills directly in practice. No overload of complicated information. Instead, you will work step by step to eventually create the job profile of the future!

Everybody is a genius, But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it’s stupid.

Albert Einstein

Yes, I would like to invest in the future

What steps can your company take to connect with your employee and increase the relevance of your company?

  • What are the biggest challenges in my industry and for my company the next 10 years?
  • What talents and skills are needed to overcome these challenges?
  • What about my current staff? Do we have the skills in house? Is there sufficient motivation to develop new skills? Could we attract new talent?
  • How can we get our employees to learn these new skills?