How Labor Market Dynamics Impact GCC Strategy in 2026

Leaders must learn how to handle work while maintaining engagement", shared one participant from the Energy Sector. "With hybrid models embedded, large organisations need tools to determine engagement and handle workloads", commented an HR leader in a Financial Services firm. of participants cited Talent Retention as either Important (53.8%) or Extremely Important (23.1%).

Southeast Asian respondents highlight and minimal career progression, especially in smaller organisations. Mid-sized organisations face a dual challenge: managing while preserving trust and group cohesion in hybrid environments.

Particularly for worker wellness, some methods organisations are preparing for 2025 include broadening mental health support (61% of respondents), developing chances for social connection (58%), and tension management/resilience building programs (50%). A good 65% of participants said that their Skill Management spending plan would stay unchanged in 2025. Locations of invest concern will be in skill development and leadership programs, besides more basic skills upskilling.

ANSR July USA PRs

Enhancing Business Process Efficiency for Global Growth

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