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Leaders should discover how to handle workloads while preserving engagement", shared one participant from the Energy Sector. "With hybrid models ingrained, big organisations require tools to determine engagement and manage work", commented an HR leader in a Financial Solutions company. of participants cited Talent Retention as either Critical (53.8%) or Very Crucial (23.1%).

Southeast Asian participants highlight and restricted career development, particularly in smaller organisations. Mid-sized organisations face a dual obstacle: managing while maintaining trust and group cohesion in hybrid environments.

Specifically for employee well-being, some methods organisations are preparing for 2025 consist of broadening psychological health support (61% of participants), creating opportunities for social connection (58%), and tension management/resilience building programs (50%). An excellent 65% of participants said that their Talent Management budget would remain unchanged in 2025. Areas of spend top priority will be in skill advancement and management programs, besides more general abilities upskilling.

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These themes resonate throughout industries, workforce sizes, and regions. 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 respondents. Further down the priority list, was 4% mentioning ethical leadership as a focus area for advancement amongst senior skill.