Proceed with Care in 2025
WARNING! A recent Perkbox survey found that more Australians are actively seeking new job opportunities in 2025 due to feeling undervalued and unsupported – especially in the face of persistent cost-of-living pressures. According to HRD Australia, 61% of Australian employees are considering a job move this year, up from 48% in 2024.
For CEOs, HR leaders, and People & Culture professionals, this trend highlights the urgent need to prioritise employee support, capability building, and a compelling value proposition. Strategic and well-executed training programs are essential to retain top talent and build a thriving, productive workforce.
Workforce productivity remains a concern too. While the Australian Bureau of Statistics (ABS) reported a modest 1.1% increase in service sector productivity in 2023–24, this only partially offsets the previous year’s record 3.5% decline. Continuous improvement must now be embedded into business and learning practices.
Looking ahead, the Ai Group reports that 71% of industry leaders expect workforce shortages in 2025, impacting both high- and lower-skilled roles. Strengthening leadership capabilities and fostering supportive, high-functioning team cultures are non-negotiables.
Get Your Training Priorities Right
So what’s on your training wish list in 2025? Below are five common workforce capability priorities we’re seeing across the country, along with insights on how to approach them.
1. Talent Acquisition and Retention
Key Challenge:
Attracting and keeping the right talent
Navigating a highly competitive labour market
Addressing high turnover and disengagement
Strategic Response: Regulate Talent Flow Build a compelling employer brand that communicates your values, purpose, and employee support offerings. Offer internal mobility pathways and practical upskilling programs to help existing staff grow. Work with expert training partners to close critical skill gaps and support employee wellbeing.
Ask yourself: Are your people strategies aligned with the expectations of an evolving workforce?
2. Budget Constraints and Resource Limitations
Key Challenge:
Limited budget for L&D and transformation
Pressures to do more with less
ROI expectations from senior stakeholders
Strategic Response: Follow Your L&D Strategy Maximise efficiency with scalable solutions like hybrid workshops or micro-learning. Ensure every dollar spent on training links back to clear business outcomes. Demonstrate value through capability audits, feedback loops, and performance metrics that tell a compelling story.
Ask yourself: Are your learning investments visibly shifting performance and engagement?
3. Leadership Development and Capability Building
Key Challenge:
Preparing leaders to manage change and drive innovation
Lifting accountability and emotional intelligence
Building a resilient leadership bench
Strategic Response: Futureproof Protection Leverage emotional intelligence frameworks, 360 feedback tools, and psychometric profiling to identify development gaps and deliver targeted coaching. Leaders with strong self-awareness and adaptability create safer, more productive teams and ensure strategic alignment.
Ask yourself: Are your future leaders equipped for tomorrow’s complexities?
4. Skills Development and Workforce Readiness
Key Challenge:
Addressing technical, digital, and behavioural skill gaps
Preparing staff for emerging technologies
Aligning learning with both individual and organisational goals
Strategic Response: Proactive Skill Control Partner with external facilitators to diagnose capability gaps and design customised learning paths. Foster a culture of learning with incentives, mentorship, and team-based knowledge sharing. Provide flexible options like asynchronous e-learning and real-time coaching.
Ask yourself: Are your learning programs agile enough to keep up with market demands?
5. Employee Engagement and Organisational Culture
Key Challenge:
Sustaining engagement in hybrid or high-pressure environments
Building cultures of safety, inclusion, and innovation
Strengthening trust and belonging at work
Strategic Response: Going With the Flow Embed engagement and culture-building into your L&D strategy. Offer training that focuses on psychological safety, trust-building, inclusive leadership, and communication. Recognise effort and celebrate wins, especially during periods of change or high demand.
Ask yourself: Is your culture helping people to grow and connect – or just exist?
Achieve Your Top Training Priority in 2025
At Get Mentally Fit, we know that your organisation’s training needs aren’t generic – they’re unique. Whether your focus is on leadership development, employee resilience and/or psychosocial wellbeing, or team culture transformation, we collaborate with you to create fit-for-purpose solutions.
What sets us apart is our clinical-meets-practical approach. We combine the rigour of organisational psychology with real-world insight to craft strategic training programs that shift behaviour, build skills, and boost performance.
Let’s design your 2025 training plan.
Explore our Workplace Solutions or Get in touch to book a discovery conversation with an experienced Workplace Psychologist.
Together, we’ll prioritise what matters most – everyone’s success.
