On May 15, Ms. Thanh Nguyen - Executive Director ofams & inspiring Happiness, Anphabe Joint Stock Company said that Anphabe has just published a report "Overcoming disruption - from chaos to formation".
The report is based on the survey results of 380 HR leaders at businesses and 12,948 people working, conducted from November 2024 to March 2025.
According to the survey, while employees have the situation of Quite Quitting - quitting work silently, in reality, organizations themselves are also applying Quiet Firing - quitting work silently.
The wave of layoffs is quietly taking place under many lighter names such as resurce optimization, restructuring or comprehensive reform Transformation. The HRs are still sharing together on forums the difficult problem of how to say goodbye to a large number of employees while still avoiding the media crisis and the emotions accompanied by the two words " dismissal", Ms. Thanh Nguyen said.
Ms. Thanh Nguyen believes that the need for businesses is not to start the streamlining process with the mindset of "who should be cut", but should be with a strategic question: "What are we aiming for?". From there, businesses can choose to retain the most suitable people to create the future together.
When it has become more streamlined, how to do business more effectively is the next concern of business leaders.
A worker today can handle twice as much work as 15 years ago because he has more skills. However, skills are also changing at a dizzying speed. By 2030, 70% of work skills will change, with AI being a powerful catalyst. From 2022 to now, the average speed of user skill updates has increased by 140% per year, Ms. Thanh Nguyen recommended.
Anphabe's survey shows that in reality, employees currently want to learn, but they are not proactive when 64% want to have new skills, but only 26% learn per week (according to the LinkedIn Learning Workplace Report 2024 report). The business side said it needed to improve the capacity of employees, but investment was still limited. In Vietnam, only 22,2% of businesses have invested systematically in online training platforms.
In that context, graduate organizations do not simply orient to do more with less resources, but to do smarter with increasingly good human resources. They deeply understand that capacity is the decisive factor for employees to run sustainably and run long distances, so the first strategic direction of organizations starts with arousing the spirit of capacity mastery, investing in training, but more importantly, investing in the employees' self-development ability.
