Want to give your career a boost? Think like a free agent

Employees who retrain, track industry shifts and show initiative succeed while others fall behind

Change isn’t an occasional disruption anymore. It’s the defining feature of the Canadian workplace. Artificial intelligence, return-to-office demands and economic pressures are rewriting jobs faster than ever, and those who don’t adapt risk being left behind.

For workers, that reality is unsettling. No company promises lifelong security, and no employer can guarantee your job won’t be reshaped by technology. Organizations are leaner, competition is global and industries can shift in months. That puts the responsibility squarely on workers to take charge of their careers. Those who thrive act like free agents: they keep learning, stay alert to change and build networks that carry them forward.

Too often, employees rely on validation from their employers rather than taking charge of their careers. But while surveys show validation is common, it rarely motivates employees to perform better. One survey in 2024 found nearly half of employees were recognized at least once a month, but only 17 per cent said it meant anything. A year later, another survey showed most Canadians did feel recognized by their managers, yet many admitted the praise was shallow. Fewer than one in five workers reported being fully engaged. The message in all of this is consistent: recognition for a job well done happens, but it rarely inspires and counting on it is a losing strategy.

Those who get ahead tend to be “change-adept.” They anticipate shifts, act before they’re forced to and stay visible when others hang back. One of the best moves is finding a mentor. Younger workers who connect with experienced colleagues shorten their learning curve. Those who take the initiative usually advance faster than those who wait for a formal program.

Nowhere is adaptability more important than with artificial intelligence. Employers are rolling out generative AI in customer service and data analysis. Hospitals are testing AI-assisted diagnostics. Banks and insurers are using machine learning to flag fraud. These tools aren’t just changing how work is done; they’re changing which jobs exist, making digital literacy, short training and a willingness to retrain essential, not optional.

The same is true in the return-to-office debate. Many Canadians want to keep the flexibility of pandemic-era remote work, but more employers are pulling people back. That shift is frustrating for some, yet those who adapt quickly are already finding an edge: more chances to connect face to face, greater visibility with managers and faster opportunities to advance.

Generational change is adding another layer. Gen Z workers, now entering the workforce in large numbers, value flexibility, inclusion and social responsibility. But the skill that matters most is still adaptability. Whatever the workplace looks like, those who learn quickly, build relationships and take initiative will always be in a stronger position than those who wait.

The pressures are real. Canada faces shortages in health care and the skilled trades, but filling those gaps often means retraining or moving to where the jobs are. Success depends on spotting where demand is growing and acting before others do.

And what does adaptability look like in practice? It’s not about a grand career plan. It’s about staying on top of industry trends, saying yes to stretch assignments, picking up short training programs and building relationships before you need them. Those habits separate people who thrive from those who stall. Adaptability isn’t an abstract trait—it’s the practice of anticipating what’s next and acting before you’re forced to.

Adaptability is now the edge in Canada’s job market. Employers can encourage it through recognition and training, but workers can’t wait. Job seekers who retrain, track industry shifts and show initiative before they’re asked will be the ones who thrive … while others fall behind.

| Work and Careers Desk