Pros and Cons of Nearshore Expansion in 2026

Leaders need to discover how to manage work while keeping engagement", shared one participant from the Energy Sector. "With hybrid models embedded, big organisations need tools to measure engagement and manage work", commented an HR leader in a Financial Solutions firm. of participants mentioned Talent Retention as either Vital (53.8%) or Extremely Important (23.1%).

This reflects the long-lasting nature of efforts in engaging and retaining talent. In Australia, big enterprises report and as their main engagement challenge. Southeast Asian respondents emphasize and limited profession development, particularly in smaller sized organisations. Mid-sized organisations face a dual obstacle: handling while preserving trust and group cohesion in hybrid environments.

Particularly for employee wellness, some strategies organisations are preparing for 2025 include expanding mental health assistance (61% of participants), producing chances for social connection (58%), and stress management/resilience structure programs (50%). A good 65% of respondents stated that their Skill Management budget plan would remain unchanged in 2025. Areas of spend priority will be in talent advancement and leadership programs, besides more basic abilities upskilling.

ANSR July USA PRs

Strategic Analysis of Modern GCC Frameworks

These styles resonate across markets, labor force sizes, and areas. The most critical management skills/themes to enhance in 2025 would be: Coaching and mentoring, together with EQ/Self-awareness, were pointed out by 38% of participants. Further down the top priority list, was 4% pointing out ethical management as a focus area for development among senior talent.