HKTV Mall in Amoy Plaza. PHOTO: WIKIPEDIA USER -WPCPEY
Mainland giants accelerate expansion as local players face unprecedented competition.
Updated
November 28, 2025 4:18 PM
HKTV Mall in Amoy Plaza. PHOTO: WIKIPEDIA USER -WPCPEY
Hong Kong is entering a new phase of competition as mainland platforms accelerate their expansion into the city, turning it into a frontline testing ground for Chinese companies preparing to push into global markets. With retail, logistics and food-delivery businesses all reshaped in the past year, Hong Kong has become the closest international environment where mainland firms can experiment with pricing, supply chains and customer behaviour under a familiar regulatory and cultural framework.
The shift became especially clear this week. At HKTVmall’s Vision Day on November 11, 2025, CEO Ricky Wong warned that Hong Kong’s traditional retail model is facing its toughest moment yet. He said the biggest threat is not mainland competitors like Taobao, JD.com or Pinduoduo entering Hong Kong, but the city’s longstanding dependence on physical shopping. If local retailers do not evolve, he said, they risk becoming “very easy to die of thirst in the desert”. Wong even welcomed the rise of mainland e-commerce giants, arguing that the more players enter the city, the faster consumers will shift online — a transition HKTVmall relies on for growth.
Yet his optimism is layered over a challenging reality. HKTVmall’s own numbers reflect pressure from competition and changing consumer habits. The company reported average daily GMV of HK$22.2 million during the latest shopping festival season — up 2.8% month-on-month but still down 4.3% compared year-on-year — showing that even established online platforms are struggling to maintain momentum as mainland entrants squeeze prices and widen product selection.
The city’s food-delivery market illustrates the shift even more sharply. Deliveroo, once the fastest-growing platform in Hong Kong and at one point holding more than half of the market, officially shut down in April this year after a long decline. Its trajectory mirrored the sector’s upheaval: the company surged during the pandemic but lost ground after restrictions eased, first overtaken by Foodpanda and then pressured heavily by Meituan-backed Keeta, which entered Hong Kong in 2023 and quickly seized about 30% of citywide orders.
Deliveroo’s exit and the handover of parts of its business to Foodpanda did little to stabilise the market. Keeta’s rapid expansion instead pushed Foodpanda onto the defensive, leaving two major players competing in a market shaped by mainland-style pricing and operations. Hong Kong’s delivery sector, once dominated by global firms, is increasingly defined by Chinese platforms optimizing speed and efficiency at a scale few competitors can match.
These changes are unfolding as Chinese companies shift their focus toward new global markets.
With China reducing its reliance on the US and EU and exports steadily moving toward ASEAN, Hong Kong has become a strategic launchpad. The city’s proximity, language familiarity and regulatory structure make it the nearest international setting where Chinese firms can test overseas strategies before expanding into Southeast Asia, the Middle East or Latin America. The result is a competitive intensity that local companies have rarely experienced. Retailers face price pressure they can’t match, local platforms are losing ground to mainland giants and global players are struggling to stay in the game.
Consumers benefit from lower prices, faster delivery and wider choice — but for Hong Kong businesses, the landscape has turned unforgiving. Mainland companies are not treating Hong Kong as a final destination but as the first stop in a broader global push. That positioning is reshaping the city’s entire consumer economy. As more mainland firms look outward, Hong Kong’s role as a testing ground will only deepen and the first players to feel the impact will be those operating closest to the consumer.
Keep Reading
The new workplace literacy is here, and it’s digital.
Updated
November 27, 2025 3:26 PM
.jpg)
A group of office worker attending a presentation in a meeting room. PHOTO: UNSPLASH
The modern workplace is powered by technology, and success increasingly depends on how well employees can use it. Digital fluency—the ability to confidently and effectively use digital tools to achieve goals—is no longer a bonus skill; it’s a necessity. It goes beyond basic technical know-how, encompassing the ability to adapt to new technologies, integrate them into workflows, and use them to solve problems and drive innovation.
Yet, despite its importance, many organizations struggle to build digital fluency across their teams. Barriers such as limited access to technology, outdated training programs, resistance to change, and gaps in leadership support often stand in the way. These challenges can leave businesses lagging behind competitors who are better prepared to leverage the potential of the digital age.
Understanding and addressing these barriers is critical for creating a workforce that thrives in today’s fast-changing world. Below, we explore the key obstacles to digital fluency and provide actionable strategies to overcome them.
One of the challenges to digital fluency is the gap between the technology available and employees’ ability to use it effectively. Technology evolves rapidly, but many organizations lag behind in providing relevant, up-to-date training. Employees may receive a one-time introduction to new tools but lack ongoing opportunities to build confidence or master advanced features.
This issue is compounded by the fact that training often takes a one-size-fits-all approach, failing to address the diverse skill levels within a workforce. For example, while some employees may only need a basic overview of a tool, others may require in-depth knowledge to integrate it into their roles effectively. Without tailored and continuous training, even the most advanced tools can go under utilized, leading to frustration and resistance.
Even with proper training, employees may hesitate to adopt new technologies. Resistance to change is a deeply rooted challenge that goes beyond technical skills—it’s tied to fear of failure, skepticism about the value of new tools, or discomfort with disrupting existing workflows.
For example, employees who have been using the same systems for years may feel overwhelmed by the idea of learning something new. They may worry that new technologies will complicate their work rather than simplify it. In some cases, they may even feel their jobs are threatened by automation or digital tools.
This resistance isn’t limited to employees—it can also exist at the leadership level. If leaders themselves are hesitant to adopt new approaches, it creates a top-down culture that stifles innovation.
The lack of organizational alignment is another significant barrier. Digital tools often roll out unevenly across departments, leading to fragmented adoption. For instance, one team might embrace a new project management tool, while another continues to rely on spreadsheets. This inconsistency creates silos, disrupts collaboration, and makes it harder for organizations to achieve the full benefits of digital transformation.
Generational differences can further exacerbate this issue. Younger employees, who are often more comfortable with technology, may adopt new tools quickly, while older employees may struggle to keep up. This divide can lead to frustration on both sides and uneven levels of digital proficiency across the organization.
Leadership plays a critical role in driving digital transformation, but in many organizations, this support is inconsistent or absent. Some leaders fail to prioritize digital fluency as a strategic initiative, while others may not fully understand the tools themselves, making it difficult to set an example for their teams.
Without clear direction from leadership, employees may not see digital fluency as a priority. This lack of alignment can lead to half-hearted adoption, where technology is seen as an optional add-on rather than a fundamental part of the organization’s success.
These barriers don’t exist in isolation—they are deeply interconnected. For example, outdated training practices can fuel resistance to change, while fragmented adoption across teams is often a symptom of weak leadership support. Together, they create a cycle that limits an organization’s ability to adapt, innovate, and thrive in a fast-changing world.
Addressing these challenges is critical for building a workforce that is confident, capable, and ready to embrace the future. By breaking down these barriers, organizations can unlock the full potential of their teams and position themselves for long-term success.
Training should not be an afterthought or a one-time event—it must be a continuous and personalized process. Employees come with diverse skill levels, and a one-size-fits-all training program often fails to address these differences. Organizations should adopt a multi-pronged approach to training, offering workshops for hands-on learners, e-learning modules for self-paced learning, and one-on-one coaching for employees who need more targeted support.
For example, companies like AT&T have invested heavily in workforce retraining initiatives, providing employees with a structured path to build digital skills overtime. These programs not only improve employee confidence but also help organizations fully leverage their digital tools.
Moreover, training programs should evolve to keep up with technological advancements. Employees need regular refreshers to stay current, as even the most advanced tools can become obsolete or under utilized without proper guidance. By making training a core part of the organizational culture, companies can empower employees to adapt to new tools with ease and confidence.
Resistance to change is a major barrier to digital fluency, often fueled by employees’ fear of failure or inefficiency when using new tools. To address this, organizations should foster a culture where employees feel safe experimenting with technologies in low-stakes environments, such as “sandbox environments” that allow for practice without affecting real workflows. When employees are encouraged to test new tools and processes in a low-stakes environment, they become more comfortable with technology over time.
Recognizing and rewarding employees who embrace new tools or suggest innovative ways to use them reinforces this mindset. Early adopters can serve as champions for digital fluency, encouraging others to engage with and explore new technologies.
By normalizing experimentation, organizations can shift employees from resisting change to confidently adopting digital tools as opportunities for growth.
To avoid fragmented adoption, organizations must ensure that digital tools are implemented consistently across teams. This requires clear communication, cross-departmental collaboration, and alignment on how tools will be used to achieve shared goals.
Mentorship programs can help bridge generational divides, pairing younger employees with older colleagues to share knowledge and skills.
Leaders play a pivotal role in overcoming barriers to digital fluency. They don’t just drive the adoption of digital tools—they shape how employees perceive and engage with them. When leaders actively embrace technology, they demonstrate its value and set a standard for others to follow.
Leadership involvement must go beyond symbolic gestures. Employees are far more likely to adopt new tools or processes when they see their leaders using them effectively in day-to-day work. For example, a manager who uses a team collaboration platform to streamline communications or leverages data visualization tools in meetings signals the practical benefits of these technologies. This hands-on engagement builds trust and encourages others to follow suit.
Equally important is leaders’ ability to connect digital tools to broader organizational goals. Employees need to understand how these tools contribute to solving real problems, improving workflows, or driving innovation. When leaders clearly communicate the "why" behind digital initiatives, it helps employees see digital fluency as a shared mission rather than an abstract directive.
Digital fluency isn’t just about mastering tools—it’s about creating a workplace where adaptability, curiosity, and collaboration thrive. It’s about empowering employees to see technology not as a hurdle but as an opportunity to innovate, grow, and solve problems in new ways.
At its heart, digital fluency is a shared effort, requiring leaders who inspire, teams that align, and cultures that embrace experimentation and learning. When organizations commit to breaking down barriers—whether through better training, stronger leadership, or fostering collaboration—they unlock the full potential of their people and their tools.
The future belongs to organizations that don’t just adopt technology but embed it into their culture, enabling their teams to thrive in an ever-changing digital landscape. The question now is not whether we can keep up with change, but how far we can go when we embrace it fully.