Comparing Nearshore vs Nearshore Models for 2026

Leaders must learn how to handle work while preserving engagement", shared one participant from the Energy Sector. "With hybrid models embedded, large organisations require tools to determine engagement and manage work", commented an HR leader in a Financial Providers company. of participants cited Skill Retention as either Critical (53.8%) or Really Important (23.1%).

Southeast Asian respondents emphasize and restricted profession progression, especially in smaller organisations. Mid-sized organisations deal with a double obstacle: managing while maintaining trust and team cohesion in hybrid environments.

Specifically for worker well-being, some strategies organisations are preparing for 2025 consist of expanding psychological health assistance (61% of respondents), developing chances 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. Locations of spend priority will be in skill advancement and leadership programs, besides more basic abilities upskilling.

ANSR July USA PRs

Crucial Global Workforce Trends for 2026

These themes resonate throughout industries, labor force sizes, and areas. The most vital leadership skills/themes to augment in 2025 would be: Training and mentoring, together with EQ/Self-awareness, were cited by 38% of participants. Further down the priority list, was 4% mentioning ethical management as a focus location for advancement among senior skill.