Adapting to workforce trends crucial for Puerto Rico’s economic growth
ManpowerGroup executive says leadership must evolve to meet talent shortages, digital shifts and generational change.
Puerto Rico’s ability to sustain economic growth depends on how effectively employers respond to global labor trends, said Mónica Flores-Barragán, ManpowerGroup Latin America’s president.
During a visit to San Juan, Flores-Barragán emphasized that talent has become the leading competitive differentiator for businesses in the region. She said the global labor market is shifting rapidly under demographic changes, digital transformation, emerging work models and geopolitical pressures — a shift ManpowerGroup calls the “Age of Adaptability.”
“Having the ability to adapt and develop a more humane leadership approach focused on people, the environment and the challenge of digital transformation is crucial,” she said. “It is the cornerstone of organizational transformation and a driver of Puerto Rico’s economic development.”
Flores-Barragán said companies must prepare for accelerating megatrends, including artificial intelligence, automation, corporate sustainability, evolving generational expectations and a persistent shortage of qualified talent.
ManpowerGroup’s latest data show that 74% of employers globally report difficulty filling positions, especially in data analysis, engineering, logistics and customer service. In Puerto Rico, the talent shortage rate stands at 53%.
The most difficult local positions to fill include reception and customer service, sales and marketing, operations and logistics, and environmental, social and governance (ESG)-related roles. Flores-Barragán said addressing these gaps will require not only targeted skills development but also rethinking leadership models.
She called for leaders equipped with values and purpose, emotional intelligence, curiosity, resilience and humility.
Today’s workforce spans five generations, with millennials making up 53% of mid-level management. Gen Z workers represent the highest turnover risk, with 47% saying they plan to leave their current roles within six months. This generation also reports greater challenges with mental health and communication, highlighting the need for leadership that prioritizes well-being and adaptability.
Flores-Barragán also pointed to future-focused skill sets, citing research that the 10 fastest-growing competencies by 2030 will include AI, cybersecurity, technological literacy, creativity, resilience, agility, continuous learning, social influence, talent management and environmental stewardship.
“Organizational success will depend on aligning leadership development with these evolving workforce realities,” she said.
Given these dynamics, she urged employers to make adaptability a guiding principle.
