Upskilling isn’t just a buzzword – it’s a career survival strategy. The pace of change in most industries means that what was cutting-edge five years ago is often outdated today. By learning new skills, you stay relevant, competitive, and open to opportunities that might otherwise pass you by. It also signals to employers that you are adaptable and forward-thinking, qualities that carry weight no matter your field. In many cases, upskilling can be the difference between plateauing and progressing.

To explore just how much this matters to workers, Careerminds, a global outplacement and career development firm, surveyed 3,002 employees and asked them which company they would most like to join if career development and upskilling opportunities were the only criteria. The results revealed some deeply local loyalties:

The top three choices in North Carolina were:

Bank of America, Charlotte
Survey respondents highlighted Bank of America because it remains one of the state’s most prominent employers and a cornerstone of Charlotte’s financial hub. Employees value the company’s leadership development programs and training that support advancement across banking and technology. Bank of America continues to be recognized as a workplace where long-term careers align with global financial influence.

Duke Energy, Charlotte
Duke Energy stands out in the survey as one of the nation’s largest electric utilities, headquartered in North Carolina. Staff point to apprenticeship programs and technical training that prepare workers for careers in a rapidly evolving energy sector. Duke Energy remains a stable employer where professional development is linked to the shift toward cleaner power.

Cisco Systems, Research Triangle Park
Respondents rated Cisco highly because it continues to be one of North Carolina’s top technology employers, with a major presence in RTP. Employees highlight opportunities for advancement through structured training in networking, cybersecurity, and cloud services. Cisco remains a company where career growth is tied to innovation in the digital economy.

In other states, highlights included:

Maine: L.L.Bean
For Mainers, the top spot went to L.L.Bean. This isn’t just about flannel shirts and duck boots—it’s about a company that has built pathways for store staff to rise into management and corporate roles. Many respondents pointed to the training programs that help employees leap from seasonal retail into long-term careers. The brand’s heritage may be rooted in tradition, but its people see a future where career growth is built in.

Missouri: Boeing Defense, Space & Security
Missourians showed their practical streak, singling out Boeing Defense, Space & Security. As one of the state’s largest employers, Boeing offers not just jobs but structured career ladders in aerospace, defense, and advanced manufacturing. Workers here see Boeing as a place where you don’t just clock in—you pick up new technical expertise that can carry you through decades of industry shifts.

Oregon: Nike
Oregonians, perhaps unsurprisingly, set their sights on Nike. But it’s not only about the swoosh on a paycheck. Respondents talked about Nike’s culture of constant reinvention—how designers, marketers, and operations staff alike are encouraged to upskill, experiment, and carve out careers across departments. For many, Nike represents a workplace where professional growth isn’t a perk; it’s part of the brand DNA.

Wisconsin: Harley-Davidson
In Wisconsin, loyalty roared in with Harley-Davidson. Beyond the thunder of engines, the company is viewed as a guardian of craftsmanship and technical expertise. Workers praised the structured advancement in engineering and design, noting how Harley’s training programs let you grow alongside an iconic name. For locals, it’s the rare employer that offers both legacy and learning under one roof.

Hawaii: Hawaiian Airlines
Meanwhile, Hawaii’s workers kept their eyes on the skies. Hawaiian Airlines came out as the dream employer, largely because of its emphasis on long-term skill development. Pilots, crew, and service staff alike benefit from ongoing training that ensures careers can span decades. At a time when tourism drives so much of the state’s economy, Hawaiian Airlines is seen not just as an airline but as a steady ladder to the future.

Interactive map showing the top choices by state (click on ’embed’ to host on your site):

While the state results reveal where people picture themselves thriving, the survey also dug deeper into how employees feel about their own futures. Beyond naming dream employers, respondents shared candid views on whether their current workplaces are doing enough to prepare them for tomorrow’s challenges.

How Workers Feel About the Future
The survey didn’t just stop at naming employers – it also looked at how people view their own career security in a world of automation and AI.

• Confidence in preparation: 42% of workers said they feel “very confident” their employer is preparing them for seismic changes like AI. But a quarter admitted they’re not confident at all, with 16% “somewhat confident” and 17% stuck in the “unsure” column.
• Career frameworks and loyalty: A striking 73% said they’d be “much more likely” to stay with a company long-term if it provided a transparent career framework. Only 8% said it would make no difference, while the rest leaned toward “somewhat more likely.”

When asked what would increase loyalty the most, workers split their answers:

• 22% wanted a clear framework with defined steps.
• 29% preferred mentorship or leadership programs.
• 15% highlighted ongoing training to keep pace with AI.
• And the biggest group – 34% – chose opportunities to move into new departments or roles.