The future of work has implications for companies and their workers, and we’d like to talk about that with you.

The fear of massive robot-driven job loss needs a reality check. Blue-collar and manual services workers — the same groups automation forecasters view as most vulnerable — are currently experiencing one of the tightest labor markets ever. The more pressing problem is a lack of skilled and trained workers at a time of resurgent blue-collar job growth.

A recent survey found that managers do not as a rule encourage or enable employee learning. In the evolving skill-centered economy, that needs to change — but many companies simply have no process in place to support re-skilling and upskilling. Simply imposing an education plan for employees isn’t enough. Managers also need to support, encourage, offer feedback, and lead by example if employees are to gain needed skills that will benefit the company long term.

Everyone at some point will have to spend time either reskilling (learning new skills for a new position) or upskilling (learning current tasks more deeply). Embracing this idea requires an individual sense of agency, but corporations also have to step up. There are promising pilots underway: Some companies are figuring out how to engage on this issue, to the advantage of both individuals and the businesses themselves.