Best Practices for Successful Global Expansion

Leaders should learn how to handle workloads while keeping engagement", shared one participant from the Energy Sector. "With hybrid models embedded, big organisations require tools to measure engagement and manage work", commented an HR leader in a Financial Providers company. of participants mentioned Skill Retention as either Important (53.8%) or Extremely Important (23.1%).

Southeast Asian respondents highlight and limited career development, particularly in smaller organisations. Mid-sized organisations face a double challenge: managing while maintaining trust and group cohesion in hybrid environments.

Specifically for employee well-being, some techniques organisations are preparing for 2025 consist of broadening mental health support (61% of respondents), producing opportunities for social connection (58%), and stress management/resilience structure programs (50%). A great 65% of participants said that their Skill Management budget plan would remain unchanged in 2025. Areas of spend top priority will remain in talent development and management programs, besides more basic abilities upskilling.

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Next Phase of the GCC America Strategy in 2026

These themes resonate across markets, labor force sizes, and regions. The most crucial management skills/themes to enhance in 2025 would be: Coaching and mentoring, together with EQ/Self-awareness, were cited by 38% of respondents. Even more down the concern list, was 4% mentioning ethical management as a focus area for development amongst senior talent.