The vast majority of U.S. workers surveyed by The Harris Poll for ETS, an education testing company, said that upskilling “is no longer a choice but a necessity,” according to a report released Friday. But 68% of workers also said upskilling costs are difficult to cover, and 63% said it’s difficult to find time to learn while also keeping up with their work.
Additionally, more than half surveyed said it was hard to get employer support on the matter.
“America’s workers are ready to adapt, but too many are being asked to do it without the time, resources or roadmap they need,” Amit Sevak, CEO of ETS, said in a statement. “That cannot be the worker’s burden alone.”
The survey results, compiled from responses from 15,357 U.S. adults aged 18 or older in August and September 2025, also showcased the emotional toll of feeling unprepared; 58% of those surveyed said they feared becoming obsolete due to a lack of skills, a percentage that jumps to 74% for technology workers and 73% for those in financial services.
While many workers also reported that they have no idea what jobs will look like by 2035, close to 9 in 10 said they agree employers should encourage workers to set credential goals throughout their careers, indicating that employers may be a source of trust in this matter as well as a key leader for upskilling.
But becoming a leader of learning may be a tall order in the age of artificial intelligence. Companies report that they are training their workers for current roles that use AI, according to a recent report from The Conference Board, but they may not be readying workers for the way AI may change work entirely.
When AI training is offered, it is typically on basics, such as prompting or AI literacy. Advanced skills, such as working with AI agents, tend not to be among skills taught, per The Conference Board.
Employers that do focus on upskilling, however, may have the upper hand in retention, SHRM announced in findings released in February. Employees who work at employers that offer upskilling opportunities were “significantly more likely” to report being engaged at work compared to those who worked at companies that did not offer such.