Jeni Burckart argues the skills crisis is not motivation but money: workers expect massive skill shifts by 2030, yet many pay out of pocket or skip training entirely. She explains why ‘figure it out yourself’ fails, and how upfront employer-funded pathways, apprenticeships and micro-credentials boost retention and promotions dramatically today.
The World Economic Forum’s Jobs Report projects that 39% of workers’ core skills will need to change by 2030. Workers see this coming and want to develop those skills, but cost stands in the way. A recent University of Phoenix survey found that 60% have already paid out of pocket for job training their employer didn’t cover, and 35% have turned down development opportunities entirely because they couldn’t afford them.
That 35% includes frontline workers who get tapped for management but decline because the certification costs £3,000 they don’t have. They stay where they are, and positions remain unfilled. Employers who fund upskilling now will close skills gaps faster and keep employees longer than those expecting workers to cover training costs themselves.
The skills crisis isn’t about willingness
The assumption that workers are resistant to change doesn’t hold up. A McKinsey Future of Work Survey found that 42% actively want to upskill right now. They’re not waiting for their employers to push them into training. They’re already looking for ways to develop new skills because they understand the workforce shifts that are coming across industries due to the rapid adoption of AI.
Unsurprisingly, AI and big data skills are growing faster than any other category, WEF found, and workers in tech, finance, and manufacturing see these changes happening in real time. In healthcare, the need is particularly more concrete and urgent. Hospitals face critical shortages of nurses and medical techs, roles that require formal education and certification. These aren’t skills you can pick up from online tutorials or figure out through on-the-job training. They require structured programmes, clinical hours, and passing exams.
The pathway exists. Workers know what they need to do. So, what’s actually stopping them? The McKinsey survey found that nearly half of workers interested in upskilling cite the same two barriers: time and cost.
Employees can see the gap between where they are and where they need to be. They know which certifications or degrees would get them there. But they don’t have the money to enrol, and they can’t afford to wait years while they save up. The problem isn’t a lack of motivation, it’s a lack of resources.
Why the traditional “figure it out yourself” model is broken
Many organisations assume that employees will fund their own development if they’re serious about advancing. Here’s what actually happens under that thinking: You identify critical skills gaps in your organisation. Maybe you need more data analysts, or nurses with specialty certifications, or managers who understand new compliance requirements. Employees recognise they need those exact skills to move up, and they want the roles you’re trying to fill. But the financial burden sits entirely on workers who are already stretched thin. They’re managing rent, childcare, student loans from previous degrees, and everyday expenses. Adding a £5,000 certification or a two-year degree programme isn’t realistic.
So your internal talent pipeline dries up. The people you already employ, who know your systems and culture, stay stuck in their current roles. Competitors offering training benefits start poaching your best people. Employees leave for lateral moves because another employer will fund the certifications you expected them to pay for themselves. Meanwhile, skill gaps widen whilst motivated employees sit on the sidelines, unable to afford the training that would benefit both them and you.
What employers who get it right are doing
The organisations solving this are making training accessible right now. For example: Healthcare systems are funding nursing education to address chronic shortages. They offer direct tuition assistance that covers costs upfront, not reimbursement models that require employees to pay first and wait months for cheques. Employees can enrol immediately instead of saving for years.
Manufacturers are building technical talent instead of endlessly recruiting for roles they can’t fill. They’ve created apprenticeships that map clear pathways from frontline positions to specialist roles. Employees can see exactly how to get from where they are to where they want to be. There’s no guesswork about which courses to take or whether the investment will pay off.
Some corporations are supporting stackable learning and micro-credentials to encourage participation. These shorter programmes offer quick wins, like earning a career-aligned credential in months and seeing immediate impact on job performance. The time between investment and reward is much shorter than traditional degree programmes, which makes them more accessible to workers who can’t commit to multi-year timelines.
Removing the financial barrier changes behaviour. Employer-sponsored education programs lead to 77% higher retention and 12x more promotions. In the end, removing financial barriers helps workers and directly strengthens the business. Training investments pay back through reduced turnover costs, and organisations stop haemorrhaging talent to competitors.
Jeni Burckart is the Vice President of Healthcare and Workforce Services at Tuition.io
