reskill and rise: the secret weapon for your career progression.

If you’re not learning, you’re losing. In 2025, reskilling isn’t optional—it’s essential.

Gone are the days when staying in one job meant security. In New Zealand’s rapidly evolving job market—shaped by technology, economic shifts, and skills-based hiring—career longevity doesn’t come from standing still. It comes from staying relevant.

According to the Randstad Employer Brand Research 2025, 67% of New Zealand workers say reskilling is important to them. That number climbs even higher among Gen Z, Millennials, and digital professionals—those driving the future of work.

Let’s unpack why reskilling has become the not-so-secret weapon for career progression in 2025—and how you can use it to get ahead.

why reskilling matters more than ever.
 

The New Zealand workforce is adapting to rapid change: AI adoption, hybrid work models, and digital transformation have reshaped expectations.

Today, employees are not just expected to perform—they’re expected to adapt. And the numbers make the case:

• 67% of Kiwi workers rate reskilling as important.
• Among digital workers, that number rises to 71%.
• Gen Z and Millennials are the most motivated to reskill, averaging 73%, while only 61% of Gen X and 41% of Baby Boomers say the same.
   

In short, for the rising generations, development is non-negotiable. Reskilling is no longer about staying ahead—it’s about staying employed.

internal movers lead the way. 

If you’re thinking about a new role within your organisation, you’re in good company.

The Randstsad Employer Branding Research report shows that employees planning internal job changes place greater value on reskilling than those switching employers or staying in the same role. Why? Because internal movers see reskilling as the bridge to advancement.

For ambitious professionals, reskilling is a fast-track to career mobility without leaving the company.

For employers, the message is clear: develop your people or risk losing them.

not all roles are created equal. 
 

While reskilling is valued across the board, access still varies by role:

Role Type                       Rate Reskilling as Important

Digital                                              71%

Professional                                   67%

Operational                                    64%

Digital talent leads the way—not only in valuing reskilling, but also in access to it. Meanwhile, operational and professional workers feel they’re falling behind.

This disparity presents a major opportunity for organisations: equalise access to training and unlock untapped potential across all levels of the business.

how to make reskilling work for you. 

No matter where you are in your career, here’s how to own your learning journey:

the employers role: don't just talk about development - deliver it. 

For New Zealand businesses, the takeaway is simple: reskilling is a competitive advantage.

Employees are asking for development—especially younger and digital workers. Those who don’t get it are more likely to switch jobs. Those who do? They stay longer, perform better, and grow with your business.

And in a market where intentions to switch jobs are stabilising but remain highest among Gen Z (20%), there’s a clear retention opportunity for organisations that take learning seriously.