Comparing Nearshore vs Offshore Strategies for 2026

Leaders must find out how to handle work while preserving engagement", shared one participant from the Energy Sector. "With hybrid designs ingrained, big organisations require tools to determine engagement and handle workloads", commented an HR leader in a Financial Solutions company. of participants cited Talent Retention as either Critical (53.8%) or Very Essential (23.1%).

Southeast Asian respondents highlight and minimal career progression, especially in smaller sized organisations. Mid-sized organisations face a dual challenge: managing while maintaining trust and group cohesion in hybrid environments.

Specifically for staff member well-being, some techniques organisations are preparing for 2025 include broadening mental health support (61% of participants), developing chances for social connection (58%), and stress management/resilience building programs (50%). A good 65% of respondents stated that their Talent Management budget plan would remain the same in 2025. Locations of spend concern will be in talent advancement and management programs, besides more basic skills upskilling.

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How Labor Market Dynamics Impact GCC Strategy in 2026

These themes resonate across industries, workforce sizes, and regions. The most vital leadership skills/themes to augment in 2025 would be: Training and mentoring, together with EQ/Self-awareness, were mentioned by 38% of respondents. Further down the priority list, was 4% pointing out ethical management as a focus location for advancement among senior talent.