How to Execute Strategic GCC Models in 2026

Leaders need to discover how to manage work while keeping engagement", shared one participant from the Energy Sector. "With hybrid designs ingrained, big organisations require tools to measure engagement and manage workloads", commented an HR leader in a Financial Solutions firm. of respondents mentioned Skill Retention as either Critical (53.8%) or Very Crucial (23.1%).

This shows the long-term nature of efforts in engaging and maintaining skill. In Australia, large business report and as their primary engagement difficulty. Southeast Asian respondents highlight and restricted career progression, especially in smaller organisations. Mid-sized organisations face a dual difficulty: managing while preserving trust and team cohesion in hybrid environments.

Particularly for employee wellness, some methods organisations are preparing for 2025 consist of expanding psychological health assistance (61% of participants), developing opportunities for social connection (58%), and tension management/resilience building programs (50%). A great 65% of respondents said that their Skill Management budget plan would remain unchanged in 2025. Locations of spend priority will be in skill development and leadership programs, besides more general abilities upskilling.

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How Labor Market Dynamics Impact GCC Strategy in 2026

These styles resonate across industries, workforce sizes, and areas. The most critical management skills/themes to augment in 2025 would be: Training and mentoring, together with EQ/Self-awareness, were pointed out by 38% of participants. Even more down the priority list, was 4% mentioning ethical management as a focus area for advancement among senior skill.