You think your company will take care of your career?
Think again.
Your job is changing—faster than you realize—and if you’re not actively shaping your own future, you’re already falling behind.
For decades, career development and progression were largely a corporate responsibility. Once you completed your studies and got hired, your employer provided a clear pathway for advancement, sent you invites to training programs, offered opportunities for new roles, and provided long-term stability as long as you performed and stayed loyal.
But long-term job stability is disappearing. AI and automation are reshaping industries at an unprecedented pace, making skills obsolete faster than ever. As companies race to reskill their workforce, they will prioritize business needs—not your long-term career. Your real job security no longer comes from your employer; it depends on your ability to stay relevant in the job market. The responsibility for career development has decisively shifted from the company to the individual.
The Rise of the Self-Managed Career
David Fano, CEO of Teal, argues that professionals need to take control of their careers and develop a sense of agency, even if they are salaried employees. In a podcast conversation, he explained: “It’s not waiting for the company to train you; you’ve got to train yourself. It’s not waiting for the company to say, ‘Hey, we’re doing a comp review,’ and then hoping for a raise. You need to know your worth and go get paid more.”
This means thinking strategically about your skills, market value, and future opportunities—even if you have no intention of leaving your job. Because even if you’re happy with your job, your employer, and your career, change will come. Not a question of “if,” only of “when.” With career life cycles shortening due to the faster aging of knowledge and rapid redesign of work by technology, you’re unlikely to retire from the same job, employer, or perhaps even profession. That means you must take control of your professional development, continuously update your skills, stay aware of industry changes, and ensure your professional identity and capabilities remain relevant and valuable.
Investing in Development—Even If You Have to Pay for It
Many companies offer professional development content, platforms, and budgets. Yet many managers focus on daily work and fail to ensure their teams take advantage of these opportunities. As Fano observes: “People don’t even use the budgets. They’re not willing to make the time.”
The first step? Make time for training—not for today’s job, but for tomorrow’s opportunities. And budget for it. If the skills that interest you aren’t aligned with your current role, or if your employer won’t fund a course, conference, or professional network membership, don’t forgo your own development. Standing still is the same as moving backward. Investing in courses, certifications, and learning—whether or not your company reimburses you—is the price of career longevity. The best professionals understand that upskilling isn’t a corporate perk; it’s a survival strategy.
Think of it this way—if the skills stay with you when you leave your employer, they define your professional identity. And that means you need to invest in them, even if your employer doesn’t.
Exploring New Tools—Even If Your Job Doesn’t Require Them
The tools shaping the future of work aren’t just for tech professionals. AI-powered platforms, automation software, and data analytics tools are becoming essential across all industries. Waiting for your employer to mandate learning these tools is a surefire way to become obsolete.
Fano emphasizes that you’re not learning for your boss—you’re learning for yourself: “Every experience you get, those are your skills. Those belong with you. Those experiences, those belong to you. Those relationships, those belong to you.” Even if your day job doesn’t require these skills yet, you should proactively explore new technologies and trends so that you’re prepared for when they do become essential.
And beyond preparation, there’s opportunity. If you’re consistently updating your professional profile and showcasing your learning, others will recognize that you’re staying ahead of the curve. Soon enough, cutting-edge opportunities will start coming your way.
Understanding What’s Out There—Even If You’re Not Looking for a Job
The biggest mindset shift for salaried employees is moving from “looking for a job” to being “always on”—constantly aware of how the job market is evolving and where your interests and capabilities align with emerging opportunities.
That’s why networking isn’t just for job seekers. The best time to build relationships is when you don’t need them. Whether it’s attending industry events, engaging in online communities, or connecting with peers on LinkedIn, the goal is to ensure that you understand what is changing and can adjust your career accordingly. This way, when you do need a new opportunity, your network is already in place.
Networking isn’t about actively searching for a new job—it’s about staying informed. And meeting people to discuss opportunities shouldn’t be seen as disloyal or awkward. Even full-time, highly successful employees should be thinking about ways to diversify their skills, projects, and professional circles. This could mean working on side projects, joining advisory boards, or simply staying informed about changes in your industry and adjacent career paths.
The corporate ladder is gone. The safety net of long-term employment has vanished. The only security left is the one you build for yourself. The real question isn’t whether you should take control of your career—it’s how much longer you can afford to wait.