Future of Global Capability Centers in 2026

Leaders should find out how to handle work while maintaining engagement", shared one participant from the Energy Sector. "With hybrid designs embedded, big organisations need tools to measure engagement and manage work", commented an HR leader in a Financial Services company. of respondents pointed out Talent Retention as either Critical (53.8%) or Extremely Crucial (23.1%).

This reflects the long-lasting nature of efforts in engaging and retaining talent. In Australia, big business report and as their primary engagement challenge. Southeast Asian respondents highlight and minimal career development, especially in smaller organisations. Mid-sized organisations deal with a double difficulty: handling while maintaining trust and team cohesion in hybrid environments.

Particularly for employee wellness, some techniques organisations are preparing for 2025 include broadening psychological health support (61% of participants), developing chances for social connection (58%), and tension management/resilience structure programs (50%). A good 65% of respondents stated that their Skill Management spending plan would stay unchanged in 2025. Locations of invest priority will be in talent development and management programs, besides more general skills upskilling.

ANSR July USA PRs

Driving Enterprise Efficiency through Strategic Optimization

These themes resonate across markets, labor force sizes, and regions. The most vital management 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% citing ethical leadership as a focus area for development among senior talent.