Employee wellbeing continues to shape the future of hiring and retention. Organizations that prioritize it are seeing stronger engagement, reduced turnover, and a boost in employer brand appeal.
What’s Driving the Shift
Today’s employees face heavier workloads, constant digital demands, and blurred worklife boundaries.
What worked a few years ago isn’t always enough today. The new generation responds to programs that are relevant, trendy, and genuinely effective, initiatives that support real-life needs, encourage balance, and create a workplace they’re proud to stay in.
What Successful Employers Are Doing and How they do it NOW?
- Smarter Workload Design
- “Theme Days” for Tasks – Assigning specific types of work to certain days (e.g., Admin Mondays, Strategy Tuesdays) to reduce switching fatigue and improve focus.
- Flexibility at Work
- NoMeeting‑ Fridays – a trend gaining traction to provide uninterrupted time for deep, focused work.
- Well Being Programs that Matter
- Task Masking Breaks – A TikTokdriven‑ trend where employees blend small personal tasks into the day (stretching, short walks, skincare resets) to prevent burnout; recognized as a workplace wellbeing behavior for 2025.
- Manager Empowerment
- “Empathy MicroTraining‑” – Bitesized‑ 10‑minute learning modules that teach leaders how to respond to stress signs, give clear feedback, and support mental wellbeing.
- Recognition & Purpose
- Win Walls – A digital or physical board where teams post recent achievements, reinforcing progress and positivity.
Why It Matters?
A strong wellbeing culture doesn’t just protect your people… it helps you keep your best talent.
By continuously evolving how we support our people, we don’t just attract talent, we build an environment where the good ones choose to stay.
Top 10 in demand roles in the Philippines
High Talent Pool Supply
| Role | Avg. Time to Hire | Suggested Monthly Salary PHP |
| Customer Service Representative | 4 – 6 Weeks | PHP 35,000 – PHP 40,000 |
| Administrative Assistant | 4 – 6 Weeks | PHP 40,000 – PHP 50,000 |
| Accounts Associate | 6 – 8 Weeks | PHP 45,000 – PHP 60,000 |
Moderate Talent Pool Supply
| Role | Avg. Time to Hire | Suggested Monthly Salary PHP |
| Service Desk Coordinator | 6 – 8 Weeks | PHP 45,000 – PHP 55,000 |
| IT Support Technician (Level 1) | 6 – 8 Weeks | PHP 40,000 – PHP 50,000 |
| Bookkeeper | 6 – 8 Weeks | PHP 50,000 – PHP 75,000 |
| Sales Administrator | 6 – 8 Weeks | PHP 50,000 – PHP 65,000 |
| IT Support Technician (Level 2) | 6 – 8 Weeks | PHP 70,000 – PHP 90,000 |
Low Talent Pool Supply
| Role | Avg. Time to Hire | Suggested Monthly Salary PHP |
| IT Support Technician (Level 3) | 12+ Weeks | PHP 150,000 – PHP 200,000 |
| AI Automation Engineer | 12+ Weeks | PHP 180,000 – PHP 250,000 |
| Sales Roles (Industry Specific) | 12+ Weeks | PHP 50,000 – PHP 75,000 + Commissions |
Special Consideration:
Given the current global environment, we’re seeing a clear shift in candidate preferences, particularly towards stability and certainty. Crafting a developmental plan and investing in their growth by continuous learning and experience will significantly improve our ability to attract quality candidates and move faster in closing roles, especially in the current market conditions.
Top in demand roles in Sri Lanka
| Role | Avg. Time to Hire | Talent Pool Supply | Communication Skills |
| Help Desk Engineers | 4 – 6 Weeks | High | Very Good |
| IT Support Engineer (Level 1) | 4 – 6 Weeks | High | Very Good |
| IT Support Engineer (Level 2) | 4 – 6 Weeks | High | Good |
| QA Engineer | 4 – 6 Weeks | High | Fair |
| Accounts Associate | 4 – 6 Weeks | High | Fair |
| IT Support Engineer (Level 3) | 6 – 8 Weeks | Moderate | Fair |
| Security Analyst/ Engineer | 6 – 8 Weeks | Moderate | Good |
| DevOps Engineer | 6 – 8 Weeks | Moderate | Good |
| Full Stack Engineer | 6 – 8 Weeks | Moderate | Fair |
| AI Automation Engineer | 12+ Weeks | Low | Fair |
Special Consideration:
Considering the current demand from both global and local companies, employers need to offer more than just competitive pay.
Sri Lankan talent increasingly values clear career growth opportunities, hybrid or flexible work arrangements, and strong support in pursuing certifications and professional qualifications. These factors have become key differentiators in attracting and retaining skilled professionals in a highly competitive market.
