Evaluating Nearshore vs Offshore Strategies for 2026

Leaders must learn how to handle work while keeping engagement", shared one participant from the Energy Sector. "With hybrid designs ingrained, big organisations need tools to measure engagement and handle workloads", commented an HR leader in a Financial Solutions firm. of respondents mentioned Talent Retention as either Vital (53.8%) or Very Important (23.1%).

Southeast Asian respondents emphasize and restricted career progression, especially in smaller sized organisations. Mid-sized organisations deal with a dual difficulty: managing while preserving trust and team cohesion in hybrid environments.

Specifically for worker well-being, some techniques organisations are preparing for 2025 include broadening psychological health assistance (61% of participants), creating opportunities for social connection (58%), and tension management/resilience building programs (50%). A good 65% of respondents stated that their Talent Management budget plan would stay unchanged in 2025. Areas of spend priority will remain in skill development and management programs, besides more basic skills upskilling.

ANSR July USA PRs

Optimizing Business Processes for Global Growth

These styles resonate throughout markets, labor force sizes, and regions. The most vital leadership skills/themes to augment in 2025 would be: Coaching and mentoring, together with EQ/Self-awareness, were cited by 38% of respondents. Further down the concern list, was 4% pointing out ethical management as a focus area for development amongst senior skill.