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Leaders must find out how to manage workloads while maintaining engagement", shared one respondent from the Energy Sector. "With hybrid designs ingrained, big organisations require tools to measure engagement and manage work", commented an HR leader in a Financial Providers company. of participants cited Skill Retention as either Important (53.8%) or Really Essential (23.1%).

Southeast Asian respondents highlight and restricted career progression, particularly in smaller sized organisations. Mid-sized organisations deal with a dual challenge: handling while preserving trust and team cohesion in hybrid environments.

Specifically for staff member well-being, some techniques organisations are preparing for 2025 include broadening psychological health assistance (61% of respondents), creating opportunities for social connection (58%), and stress management/resilience structure programs (50%). A good 65% of respondents said that their Skill Management budget plan would remain unchanged in 2025. Areas of spend priority will remain in talent advancement and leadership programs, besides more general abilities upskilling.

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How Labor Market Dynamics Shape GCC Strategy in 2026

These themes resonate throughout industries, workforce sizes, and areas. The most critical management skills/themes to augment in 2025 would be: Coaching and mentoring, together with EQ/Self-awareness, were mentioned by 38% of participants. Even more down the concern list, was 4% mentioning ethical leadership as a focus location for development amongst senior skill.