The Middle East is navigating a complex geopolitical phase affecting supply chains, business confidence, and the workforce. Difficult decisions—pay cuts, reduced hours, restructuring, or layoffs—are never easy. What actions has your organisation taken, and how were they communicated while maintaining trust? Which teams have felt the most pressure, and how are you supporting them differently? Which best describes your current situation? (Select all that apply) i) Downsizing/restructuring ii) Pay cuts/benefit reductions iii) Hiring freeze iv) Workforce stable v) Hiring in select areas With remote work, relocations, and dispersed teams, staying connected is both an operational and emotional challenge. What has been your biggest hurdle in maintaining engagement and psychological safety? What’s working versus not? Crises often expose gaps in HR infrastructure. How prepared was your HR function, and what do you wish you had? Which capabilities do you currently have? (Select all that apply) i) Employee self-service mobile app ii) Org-wide instant communication system iii) Workforce location tracking iv) Real-time availability/leave visibility v) Digital pulse surveys vi) None (manual tools like email/WhatsApp) How has your organisation adapted performance management and leadership expectations during uncertainty? L&D is often deprioritized during budget cuts yet remains critical. How is your organisation approaching learning—investing more, scaling back, or shifting focus? When stability returns, what kind of organisation do you want to be? What structural or cultural changes are needed before the next crisis, and how will hiring evolve?