Article: In-Demand Tech at Work: Are You Giving Employees What They Really Need?

The challenge of digitalisation is testing the workforce at an accelerated pace and on an ongoing basis. More and more employees are not only open to change, but actively seeking it.

A Gallup research says 90% employees recognise the need to update their skills at least once a year. The message is clear: people are ready to evolve. The question for employers is whether they are keeping pace.

When organisations invest in developing their people, they reap the rewards.

Deel has found that 94% of employees are more likely to stay at companies that invest in training. ManpowerGroup reports that 82% of business leaders believe new skills are critical in the age of AI.

So what are employees asking for, and are you delivering?

The tech skills employees really want

Today’s professionals are strategically upskilling to stay relevant and contribute meaningfully. The most sought-after technical skills include:

Artificial Intelligence and Machine Learning (AI/ML): These powerhouses drive automation and strategic insights. Employees view AI not just as a tool, but as a game-changer for innovation and efficiency.
Data Analytics and Big Data: With the rise of evidence-based leadership, employees want to harness the power of data to inform decisions.
Cloud Computing: The foundation of scalable and agile IT systems. Employees value cloud skills to keep pace with rapid infrastructure shifts.
Cybersecurity: As threats grow more complex, knowledge in this area is essential for protecting digital assets and maintaining stakeholder trust.
Software Development and Programming: Whether it’s for building apps or understanding product roadmaps, these skills are increasingly foundational.
Automation and Digital Literacy: Robotic Process Automation (RPA) and the ability to comfortably navigate digital tools are now seen as core competencies.

The drivers behind these demands are crystal clear: career progression, job security, improved productivity, and the ability to contribute to high-impact projects. But if you’re not offering structured pathways to these skills, you're at risk of falling behind.

Generative AI: A new workplace revolution

AI’s impact is often compared to that of the steam engine during the Industrial Revolution—and with good reason.

According to McKinsey’s AI in the Workplace report, nearly all employees (94%) and C-suite leaders (99%) are familiar with generative AI. Yet a perception gap persists.

Business leaders estimate that only 4% of staff use gen AI for at least 30% of their daily tasks. Employees say the true figure is 13%, and almost half (47%) expect to reach that level of use within a year—more than double the 20% of leaders who predict the same.

Employees aren’t just ready for AI—they’re eager. Nearly half (48%) believe formal training is the best route to widespread AI adoption, while others highlight the value of pilots, beta tools, incentives, and seamless integration into existing workflows. However, 22% report receiving little or no support from their employers to develop gen AI skills, revealing a significant gap between aspiration and reality.

A more localised report by DGHR (though focused on government sector employees) reveals that over half of the workforce is concerned about being replaced by AI or AI-skilled talent. However, the more exposed and educated employees are, the less intense this fear becomes. Despite this, there remains a significant gap in skill development, and employees need support to learn and adapt to these new technologies.

Another report covering Gulf nations found that the region ranks among the top globally in AI adoption, literacy, trust, and ethical use. Organisations are already experiencing key benefits such as increased speed, improved efficiency, and significant time savings. However, challenges remain—particularly around cybersecurity, reduced human connection, algorithmic bias, misinformation, and environmental impact.

This gap is a missed opportunity, but is also a risk. With cyberattacks, info biases, and job risks among employees’ top concerns, employers who don’t step up risk eroding trust and productivity.

Programming: The Swiss Army knife of tech skills

Regardless of role or industry, programming languages are fast becoming non-negotiable. They help teams collaborate across functions and deliver solutions faster. Here are the standout languages to consider for 2025:

Python: A jack-of-all-trades known for its use in data analysis, AI, and web development.
JavaScript: The linchpin of modern web experiences, especially when paired with frameworks like React.
Java: The enterprise workhorse, especially strong in Android development and backend systems.
Rust: Lauded for its safety and performance, ideal for system-level programming.
Go (Golang): Efficient and scalable, it’s gaining traction in cloud-native applications.

Depth trumps breadth here. Employers should encourage focused learning and hands-on practice, rather than a surface-level tour of every language under the sun.

The rise of ethical hackers and sustainable design

Ethical hackers work within organisations to proactively uncover system vulnerabilities before bad actors do. As digital threats evolve, so too does the demand for these guardians of the digital gate.

Meanwhile, sustainability is reshaping design thinking. Modern UX/UI professionals must now factor in not only usability, but also environmental and societal impact. Designers who can demonstrate empathy—for users and the planet—will be the ones leading future innovation.

It’s easy to focus solely on hard tech skills, but the surrounding ecosystem matters just as much. Roles in:

Project Management require coordination across teams, deadlines, and budgets—skills increasingly enhanced by AI tools.

Account Management leans on CRM platforms and customer data to build strong relationships.

Content Creation and Management relies on data analytics, emotional intelligence, and storytelling to drive marketing success.

In many cases, these roles intersect with tech functions and benefit from knowledge of platforms like Salesforce, Tableau, or GitHub. Soft skills—like communication, leadership, and adaptability—remain critical, particularly when navigating digital transformation.

You may also like:

AI optimism, concern, and trust

Despite the enthusiasm, not all employees view AI through rose-tinted glasses. McKinsey’s typology classifies employees into four categories:

Zoomers (20%): Eager adopters with a ‘move fast and break things’ mindset.

Bloomers (39%): Optimists looking to co-create ethical solutions.

Gloomers (37%): Cautious and regulation-focused.

Doomers (4%): Distrustful and deeply sceptical.

Even among the sceptical, familiarity with AI tools is high. Crucially, 71% of employees trust their own employers more than universities or tech firms to implement AI safely.

What employers should be doing right now

The path forward is clear, if not always easy. Here’s what business and HR leaders should prioritise:

Assess the skills gap: Start with a realistic audit of current capabilities vs. future needs.
Develop a strategic learning plan: Tie learning objectives to business outcomes.
Diversify learning opportunities: Offer online, in-person, cohort-based, and on-the-job training.
Support managers: They’re on the frontlines of adoption and culture change.
Tailor training: Focus on role-relevant skills—one size doesn’t fit all.
Measure and communicate: Track training impact and ensure employees know what’s available.
Listen and adapt: Your employees already have a vision for their future. Ask them what they need to get there.