The Rise of GCC America Expansion in 2026

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

This reflects the long-lasting nature of efforts in appealing and retaining talent. In Australia, large business report and as their main engagement challenge. Southeast Asian respondents highlight and limited career progression, particularly in smaller organisations. Mid-sized organisations face a double challenge: managing while keeping trust and team cohesion in hybrid environments.

Specifically for worker well-being, some strategies organisations are planning for 2025 include expanding psychological health support (61% of participants), creating chances for social connection (58%), and tension management/resilience building programs (50%). An excellent 65% of respondents stated that their Skill Management budget plan would remain the same in 2025. Locations of spend priority will remain in skill advancement and leadership programs, besides more basic skills upskilling.

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Workforce Management Trends to Watch for 2026

These styles resonate across markets, workforce sizes, and areas. The most vital leadership skills/themes to augment in 2025 would be: Coaching and mentoring, together with EQ/Self-awareness, were mentioned by 38% of respondents. Further down the top priority list, was 4% mentioning ethical management as a focus area for development amongst senior talent.