KPMG | 2025
In today's disruptive environment, skills gaps will constantly emerge. Thus, companies must identify gaps fast and reward in-demand skills.
My experience: Defining skills, developing, and scaling training often takes too long - but it doesn't have to.*
ADP | 2025
Flexibility in scheduling, followed by the opportunity for career advancement are the top reasons for staying with the employer. 24 % of employees feel highly confident that they have the skills to advance to the next job level soon.
Good to know (a different study): Employees define career opportunities by five criteria - only one of which is learning.*
Work Innovation Lab | 2025
67 % of employers in Germany suffered from burnout in the last 12 months. 68 % of leaders in Germany are pseudo-productive. Interestingly, people who fake working are 42 % more likely to experience burnout than those who focus on meaningful work .
My question: Do you reward activities rather than outcomes? Consider the impact this has on both your people and on your business.*
Gartner | 2025
This year’s trends emphasize the integration of AI, the importance of employee well-being, and the need for diversity and inclusion.
My learning: Employer and employee priorities differ (i.e. employees rank health and well-being as priority no 8, see WEF report shown in the next section) .*
WEF | 2025
Transformation barrier no 1: skill gaps (63 %)
Workforce strategy no 1: up-skill workforce (85 %)
Top skills are AI and big data, analytical and creative thinking, resilience, flexibility and agility, leadership and social influence.
Don't over-analyse: Consider your unique strategy, goals, and desired culture, and your capability needs will become obvious. Move fast!*
McKinsey | 2025
Set attributes
Get started now
Build capabilities at scale
Lead self before others
Be agile: The world is moving fast. Keep pace! Define, design, deliver at scale. In my opinion, the most import skill is to know yourself and your impact on others.*
LinkedIn | 2025
The most at-risk skills are business strategy, strategic planning, sales management, and project planning. All require critical thinking, working with uncertainty, and institutional knowledge.
My advice: Be clear what is rewarded at work and consider what boosts long-term employability. It's a win-win.*
Forbes | 2025
Performance lift exceeds the fire and hire strategy. One of three key principles is to measure what truly matters – behavior change and business impact, not just learning hours or completed certifications.
Be clear: Show that you reward and recognize impact, not just effort. Avoid creating hype around input.*