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Leaders should discover how to manage work while keeping engagement", shared one participant from the Energy Sector. "With hybrid models ingrained, big organisations need tools to measure engagement and handle work", commented an HR leader in a Financial Services company. of respondents cited Talent Retention as either Vital (53.8%) or Very Crucial (23.1%).

Southeast Asian participants highlight and limited profession progression, especially in smaller organisations. Mid-sized organisations deal with a double obstacle: managing while preserving trust and team cohesion in hybrid environments.

Particularly for employee well-being, some methods organisations are planning for 2025 include expanding mental health support (61% of respondents), producing chances for social connection (58%), and tension management/resilience building programs (50%). A good 65% of respondents said that their Talent Management budget plan would remain unchanged in 2025. Locations of spend top priority will be in skill advancement and management programs, besides more basic abilities upskilling.

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