With the world of work transforming faster than ever, an anxiety is gripping professionals across industries. We often talk about FOMO, the ‘Fear of Missing Out’. But what is now emerging is far more serious: FOBO or the ‘Fear of Becoming Obsolete’.

The shelflife of skills is shrinking rapidly, and the pace of change shows no signs of slowing. As the nature of work, workplace, and workforce continue to evolve, employees are under constant pressure to upskill - and reskill - to stay relevant. There is little time to pause, reflect, or process change, only an urgent demand to adapt.

This relentless cycle is taking a significant mental and cognitive toll, leaving many professionals overwhelmed and fatigued. In such an environment, FOBO is no longer limited to those in outdated roles or industries; it is becoming a shared anxiety across all career stages.

While FOBO is often dismissed as a simple skills gap issue, it reflects a deeper psychological concern. It’s not just about lacking a few skills but also about the fear of not being able to evolve fast enough to keep up with constant change.

In workplaces where agility and reinvention are non-negotiable, employees face relentless pressure to stay relevant. This can erode confidence, cause quiet disengagement, and create the fear of being left behind simply for not keeping pace with change.

FOBO, at its core, is not just a capability issue but a psychological inclusion issue, because it reflects the fear of being excluded from the future if one fails to keep up.

Employers need to help clear FOBO

Both individuals and organizations have a role to play in addressing FOBO, but neither can navigate it alone. For organizations, this means moving beyond one-off training programs and embedding learning into the daily flow of work.

Micro-learning, peer-to-peer knowledge sharing, internal mobility, and dedicated time for skill development should be part of the culture, not just occasional initiatives. Companies must redefine what it means to be ‘relevant’, valuing adaptability, collaboration, and curiosity, and not just technical know-how.

Employees, in turn, must take proactive ownership of their learning journey. This doesn’t mean chasing every new trend, but regularly assessing where the world of work is heading and identifying gaps in their own skillset, whether digital, interpersonal, or strategic.

Seeking out learning opportunities, building cross-functional skills, participating in communities of practice, and asking for feedback or mentoring are all practical ways to stay engaged. The goal is not to become someone else to keep up, it’s to remain confident and capable of evolving while staying true to one’s strengths and aspirations.

The future of work doesn't just need new skills. It’s time we shift the conversation: from racing to keep up, to preparing to grow; from feeling left out, to being brought in; from fear of falling behind, to confidence in evolving.

The future of work isn’t something we watch unfold from the sidelines, it’s something we are meant to shape, share, and step into together.

Dr. Nidhi Sehgal

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