Skills obsolescence

New research highlights that becoming "digitally outdated" isn't just about learning new software - it's a multifaceted challenge involving emotional, professional and structural factors.

The study of 24 professionals across education, finance, telecommunications and public administration identified three key dimensions: perceived triggers, individual responses, and institutional factors.

What triggers obsolescence? Rapid technological changes, organisational restructuring, evolving industry standards, and insufficient training support. One participant captured the pace problem:

"Every year we get a new platform or system, and by the time I learn one, another is already being introduced."

One major subcategory of the analysis was rapid technological change, where individuals reported feeling overwhelmed by the continuous introduction of new software, automated processes and digital tools.

Individual responses varied dramatically. Some embraced self-directed learning through YouTube and LinkedIn Learning when formal training failed. Others shifted roles laterally or repurposed existing skills. However, the research also found resistance and disengagement, particularly among older employees.

Organisations with embedded learning cultures, leadership engagement and accessible training resources showed greater employee resilience. Informal peer networks also emerged as vital support structures - sometimes more effective than formal programmes.

Skill obsolescence can't be solved through individual resilience alone. It requires coordinated institutional responses including continuous learning cultures and strategic human-centred development approaches.

Source: Ben Amor, L., Al-Mahmoud, A., & Novak, M. 2025. Understanding Skill Obsolescence in Digital Transformation Contexts. Future of Work and Digital Management Journal, 3(1), 46-56.