Are young Indians giving up on success? The ‘soft life’ debate explained
The soft life trend is gaining momentum in India as Gen Z moves away from hustle culture and burnout. Here’s what it means, why it’s trending, and whether it’s here to stay.
India’s working population is at a crucial point of change. The skilled requirements have skyrocketed due to the technological adoption by organisations, AI-led processes becoming a norm, and organisations operating in hybrid environments. For HR leaders, talent readiness is an issue that extends beyond recruitment alone. It concerns the creation of an organisational culture that enables staff to adjust, develop, and engage in lifelong learning. Given that 50 per cent of India’s working population remains untrained in FY24-25, and 75 per cent of employees engage in learning only when mandated, it’s evident that for India to ensure its workforce stays competitive, organisations need to really focus on constant learning.
Why upskilling is central to India’s workforce future
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India’s talent pool is young, ambitious, and diverse, yet the skills required today are evolving faster than ever. According to the Upskilling Trends Report 2024–25, 85 per cent of Indian professionals plan to invest in upskilling in FY25.
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The same report reveals an important shift, that among Indian professionals, only 62 per cent of professionals feel confident about retaining their jobs in FY25, down from 71 per cent the year before, a sign that employees themselves recognise the urgency to stay relevant. This emphasises a crucial point for HR departments: developing the skills of current talent is more important than employing new employees for the purpose of creating a workforce that is prepared for the future.
The need for agility and continuous learning
Quick learning has become one of the main features of a person in the present world. As automation and AI have been adopted by more and more industries, companies are investing in digital learning for their employees. A recent LinkedIn survey reveals that 94 per cent of companies in India are training employees to acquire new skills in response to the fast adoption of AI.
Moreover, it is a flexible learner that will be spoken of in the next few years. Formats such as microlearning, blended learning, virtual classrooms, and project-based training are becoming more and more popular. These formats help agility and can still be done within the fast work cycles.
However, there is a problem structurally: the upGrad Enterprise study points out that half of the employees did not receive any training in the fiscal year 2024–25, and 75 per cent of them only participated in mandatory learning events. Such a difference pinpoints the necessity of HR teams to create initiatives not only for being accessible but also engaging, relevant, and energising.
What today’s workforce needs from employers
The workforce wants more than just a paycheck today; they want learning that is meaningful, measurable, and relevant. A recent survey revealed that 61 per cent of Gen Z (up to 28 years) identified learning opportunities as one of the top three reasons to remain with their organisation. More than half of this group, 54 per cent, are in the process of learning skills related to AI and data, demonstrating interest in forward-looking skills development.
At the same time, another report indicates that nearly 80 per cent of respondents in India believe AI-enabled learning will meaningfully contribute to their career development, with nearly 86 per cent strongly valuing formal credentials for their skill improvement.
This data highlights a critical directive for employers: Learning must be digital-first and linked to credible outcomes as part of the learner journey. Employees do not want to ‘take courses’; they want to engage in structured programs with recognised outcomes and clear connections between what they learn and what is possible. Marshalling these experiences is not just nice-to-have; these characteristics will be fundamental to keeping the workforce engaged long-term and not simply retained.
How HR is evolving to build future-ready talent
Human resources increasingly draw on data, skill-mapping platforms, and AI-led learning pathways. Cross-functional training, leadership tracks for high-potential talent, and rotation programmes assist in developing multidimensional capabilities for employees.
Organisations are also collaborating with industry experts, educational partners, and digital learning platforms to create customised modules. It is proving to be successful in practice: the India Skills Report 2026 notes that national employability has risen to 56.35 per cent, primarily due to upskilling digitally and remote work capabilities.
Upskilling has evolved from being merely an HR initiative to becoming a crucial strategy for the workforce in India. With the rapidly changing skills landscape, employees must engage in planned learning, become digitally proficient, develop agile thinking, and undertake trustworthy assessments to thrive in their roles. Experts in HR agree that organisations committed to continuous learning and employee well-being will cultivate the most adaptable, motivated, and future-ready teams. The competitive advantage of the country will depend on the skill level of its workforce rather than its population size, and upskilling is the key to achieving that future.
The writer is Corporate GM – Human Resources, Mayfair Elixir ( Mayfair Hotels and Resorts)
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