Korn Ferry, the renowned global organisational consulting firm, has released its comprehensive Workforce 2025 Report, offering a deep dive into the sentiments of over 15,000 professionals across ten global markets. This extensive research aims to understand the evolving relationship between individuals and their work, identifying key factors that influence talent retention and attrition, and providing guidance for organizations to better meet the dynamic expectations of today’s workforce.

As part of this global study, Korn Ferry has also published two distinct reports specifically tailored for the United Arab Emirates and Saudi Arabia. These country-specific analyses illuminate the unique priorities, pressures, and motivators shaping the professional landscape in the Middle East. The reports highlight a growing emphasis on critical elements such as trust in leadership, the pursuit of purpose, optimism regarding Artificial Intelligence (AI), and noticeable generational friction. Crucially, they also pinpoint significant discrepancies between what employees are seeking and what their employers are currently providing.

United Arab Emirates: Key Insights
The UAE report reveals several crucial insights into its workforce:

• Cost of Living Pressures: A significant majority of professionals in the UAE, 2 in 3, express a willingness to switch jobs for better compensation. This sentiment is largely driven by a perceived disconnect between their current pay and the rapidly increasing cost of living, particularly concerning housing and education expenses. This disparity is prompting workers to re-evaluate their priorities when considering an employer.
• Trust as a Retention Driver: Trust in leadership plays a vital role in employee retention, with 3 in 5 UAE professionals stating they would remain in their current job because they trust their manager. However, a notable challenge exists in psychological safety, as nearly half (44%) report feeling uncomfortable discussing personal issues affecting their work with their managers.
• Generational Friction: The report highlights clear generational divides. A striking 68% of Gen Z professionals identify communication and team collaboration as significant challenges when working with older generations. Furthermore, approximately 60% of Gen Z feel overlooked for training opportunities due due to their age, and 56% believe they are passed over for senior roles for the same reason, indicating a need for better intergenerational understanding and development pathways.
• Core Motivators for Change: Compensation remains the primary driver for job mobility in the UAE, with 80% of employees considering a job switch for better pay. Beyond salary, employees also highly value comprehensive benefits, job security, and opportunities for professional growth when making career decisions.

Saudi Arabia: Key Insights
The Saudi Arabian workforce, while sharing some commonalities, presents its own distinct characteristics:

• High AI Optimism: A standout finding is the widespread optimism surrounding AI, particularly within the public sector. A remarkable ninety percent of government employees in Saudi Arabia report receiving AI training, showcasing a rapid embrace of AI readiness. In contrast, the private sector is yet to fully match this pace, pointing to an uneven distribution of capability building across various industries.
• Increased Job Mobility Confidence: Professionals in Saudi Arabia exhibit strong confidence in their ability to find new employment, with 3 in 5 believing they could easily secure another job if they chose to leave. This indicates a dynamic and fluid labor market with growing optimism among employees.
• Pay and Purpose Drive Decisions: Similar to the UAE, salary is a top motivator, with 80% of professionals in Saudi Arabia willing to change jobs for higher pay. However, for Saudi employees, the decision to stay or leave is also profoundly influenced by whether they perceive their work as meaningful and if they feel treated with respect and empathy. Unlike the UAE, job security is not a primary concern, suggesting a relatively strong and stable employment environment.
• Flexibility as a Priority: Flexibility is deemed essential for job satisfaction by 83% of professionals in Saudi Arabia. Despite this strong preference, many employees feel that their current employers are not adequately offering flexible work models that align with their personal and professional needs.
• Generational Perception Gaps: The report also highlights generational differences in Saudi Arabia. 73% of Gen Z professionals express a need for more support in developing communication and teamwork skills. Conversely, only 57% of Gen X employees perceive this as a significant issue, underscoring a clear disconnect in understanding and addressing developmental needs across generations.
• Talent Attrition Drivers: When considering reasons to leave their current positions, professionals in Saudi Arabia prioritize employee benefits, competitive pay, and the company’s reputation as the top factors.

The Evolving Talent Landscape
These findings collectively underscore a pivotal shift in workforce expectations. As Vijay Gandhi, Regional Director, Korn Ferry Digital, EMEA, articulated, “This report reflects a growing call for clarity, empathy and adaptability in the way organisations engage their people.” He further emphasized that “Employees in the UAE and Saudi Arabia are no longer just seeking better pay, they are actively evaluating leadership quality, growth opportunities, and how aligned their workplace is with their personal values. These insights are vital for any organisation looking to retain and attract top talent in today’s environment.”

The Workforce 2025 Report serves as a critical guide for organizations, stressing the imperative to cultivate cultures built on trust, leadership accountability, and purposeful engagement. The insights gleaned from the UAE and Saudi Arabian markets offer a strategic roadmap for employers in the region to recalibrate their people strategies, ensuring they remain highly competitive in an increasingly dynamic and values-driven talent market.