Evaluating Offshore vs Offshore Models for 2026

Leaders must discover how to handle work while maintaining engagement", shared one participant from the Energy Sector. "With hybrid designs ingrained, big organisations require tools to measure engagement and manage workloads", commented an HR leader in a Financial Services firm. of participants pointed out Talent Retention as either Crucial (53.8%) or Extremely Essential (23.1%).

Southeast Asian respondents emphasize and limited career progression, particularly in smaller organisations. Mid-sized organisations face a dual difficulty: managing while maintaining trust and team cohesion in hybrid environments.

Particularly for employee well-being, some techniques organisations are preparing for 2025 consist of broadening mental health support (61% of participants), creating chances for social connection (58%), and tension management/resilience structure programs (50%). A great 65% of respondents stated that their Skill Management budget plan would remain unchanged in 2025. Areas of spend top priority will be in talent advancement and management programs, besides more general skills upskilling.

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Leveraging GCC Models for Enterprise Cost Reduction

These themes resonate across markets, workforce sizes, and areas. The most critical management skills/themes to enhance in 2025 would be: Training and mentoring, together with EQ/Self-awareness, were mentioned by 38% of participants. Even more down the priority list, was 4% citing ethical management as a focus location for development amongst senior talent.