Future of Work: why human skills and wellbeing are redefining employability

In the face of rapid changes in the world of work (digital transformation, the rise of artificial intelligence, new employee expectations…), the notion of the future of work is evolving profoundly. Career paths are diversifying, technical skills are constantly being renewed and organisations must rethink how they attract and retain talent. In this context, human skills, adaptability and the quality of the working environment are becoming strategic levers.

An EDHEC Business School graduate (Master 1992), Gaël Chatelain-Berry has been observing these transformations for several years. A speaker, author and founder of the Happy Work podcast, a leading French-language reference on management and workplace wellbeing, he regularly analyses the challenges shaping the professional world. For EDHEC Alumni, he shares his perspective on the key skills shaping the future of work.

Has wellbeing become a strategic lever for employability rather than simply an HR topic?

For a long time, wellbeing at work was considered an adjustment variable. A pleasant little “extra”. An HR policy to enhance the employer brand. Today, that is no longer the issue.

Wellbeing has become a sign of strategic maturity. A company unable to take care of its teams will increasingly struggle to attract — and above all retain — talent. It is no longer a matter of image, but of sustainable performance. Twenty years ago, Richard Branson said: “If you want your employees to take care of your company, take care of your employees”… French companies are still very, very far behind on these issues!

And the same applies to individuals. Someone who knows how to preserve their balance, set boundaries and manage their energy will be far more employable in the long term. Professional endurance has become a key asset. The future of work is not about working more. It is about working better and longer without burning out. For example, a French employee spends the equivalent of 24 full days per year in meetings, and 50% of that time is not spent on the meeting topic… simply by optimising meetings, a French manager could move to a four-day, 32-hour week without reducing productivity. Quite a thought!

In your view, which human skills will truly make the difference in the future?

The first skill is adaptability. The world of work is changing faster than ever. Linear careers are becoming rare. Those who succeed will be those who continue learning and accept that they cannot master everything.

The second is relational intelligence. Knowing how to collaborate, listen and understand other people’s emotions. AI may replace certain technical tasks, but it will never replace the quality of human connection.

Finally, I would say humility. And I choose that word carefully. Humility does not mean underestimating oneself. It means accepting that we can learn from everyone, that we can make mistakes and that we can evolve. In an uncertain world, rigidity is a risk. Openness is a strength.

Technical skills open doors. Human skills allow you to stay in the room.

You regularly speak with professionals from very different backgrounds: what weak signals do you see about how careers will be built in the future?

The first clear signal is the end of the single-career myth. More and more people combine skills, projects and sometimes even several professional identities. We are no longer defined by just one role.

I also see a much stronger search for meaning. Younger generations are not only looking for hierarchical progression. They are seeking alignment between their values and their work. And this signal is deep. It will not disappear.

Finally, I see a movement towards greater autonomy. Employees want to understand decisions, contribute and co-create. Purely vertical relationships are fading. Management is evolving towards more dialogue and transparency.

Tomorrow, a career will not be a staircase. It will be a journey, with deliberate detours.

What advice would you give to young professionals preparing their future today? And what about more experienced professionals?

For young professionals:

First, develop your curiosity. Do not lock yourself too quickly into a label. Explore. Experiment. Multiply experiences.

Second, build your network. Not in an opportunistic way, but in a relational way. Careers are often built through encounters.

Finally, learn to understand yourself. Knowing what truly motivates you is a powerful accelerator. Many people realise too late that they have followed a path that was not truly theirs.

And for more experienced professionals:

Do not tell yourself that “it is too late”. Experience is an immense asset. It brings perspective, judgement and stability — qualities that are extremely valuable.

Second, keep learning. The world evolves, and learning is not reserved for the beginning of a career. Curiosity has no age.

And finally, dare to reposition yourself if necessary. Changing roles, sectors or perspectives is not a failure. Sometimes it is a professional rebirth.

The future of work will be neither reserved for the young nor closed to the more experienced. It will belong to those who are willing to evolve.

To go further…

Podcast

🎧 Listen to the episode of the Happy Work podcast with Vincent Lecerf, HR Director of the Orange Group and EDHEC Master 1985 graduate.

Listen to the episode

Career coaching

🚀 Would you like to step back and reflect on your career or prepare your next move? Discover the EDHEC Alumni coaching offer.

EDHEC Coaching

Career & networking events

📅 Develop your employability, soft skills, expertise and network: discover all the events organised by EDHEC Alumni.

Events calendar