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Leaders must discover how to handle work while preserving engagement", shared one participant from the Energy Sector. "With hybrid designs embedded, large organisations require tools to measure engagement and handle work", commented an HR leader in a Financial Services company. of respondents cited Talent Retention as either Crucial (53.8%) or Very Essential (23.1%).

This reflects the long-term nature of efforts in engaging and keeping skill. In Australia, large enterprises report and as their primary engagement difficulty. Southeast Asian participants highlight and limited career development, especially in smaller sized organisations. Mid-sized organisations deal with a double challenge: handling while preserving trust and team cohesion in hybrid environments.

Specifically for employee wellness, some strategies organisations are preparing for 2025 consist of broadening mental health support (61% of participants), producing chances for social connection (58%), and tension management/resilience building programs (50%). An excellent 65% of participants stated that their Talent Management budget would stay unchanged in 2025. Areas of spend top priority will remain in skill development and management programs, besides more general abilities upskilling.

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