Our global study spans 10 countries and includes insight from 8,700 employees, giving us unique perspective into how people engage at work. The findings reveal a workforce that is committed but on their own terms. Work is no longer separate from life; it's part of a broader equation made up of career, friends & family, and community. Discover the new rules of engagement and how they will shape the future of work.
The New Rules of Engagement was developed with support from Ipsos and enriched by the perspectives of world of work experts Brigid Schulte and Jean-Baptiste Barféty. Through data, expert insights, and real-world stories, it highlights how employees are finding balance between their careers, personal lives, and community involvement.
Discover the full findings and learn how to turn this shift into an opportunity for lasting engagement.
Measured Engagement: work is part of a broader equation
Employees view their work as a meaningful part of their lives, alongside personal and community commitments. However, they don’t want to feel pressured to choose between work and their personal lives. A vast majority (71%) say work is essential but not the sole focus of their life.
Engagement at work isn’t something we unquestioningly adopt and it’s not simply about being all in or all out. Instead, it’s a living, breathing spectrum that people navigate, from doing the bare minimum to achieving peak performance. Measured engagement is a consistent phenomenon observed across all employee generations, accounting for 32-35% of the workforce depending on age group. These employees choose to engage with their work intentionally, without compromising their boundaries, personal values, or the balance they seek to strike between work, personal life, and community commitments.
71%
say work is essential but not the sole focus of their lives
83%
of employees used words like ‘love’ or ‘like’ to describe how they feel about their organization
34%
of employees identify with Measured Engagement
The unexpected bond
The bond between employees, their jobs, and companies is significant. In fact, more than half of workers want to remain in their current positions.
The work-life equation
Employees do value their work. However, they don’t want to feel pressured to choose between their jobs and their personal lives.
A living, breathing spectrum of engagement
Engagement isn’t something we unquestioningly adopt because the company says we should. It’s a living, breathing spectrum that people navigate.
Shades of engagement: a matter of time and life stages
Our study highlights two main factors influencing engagement: the importance placed on life versus work, and whether our focus is more personal or collective. These factors combine to create eight distinct profiles, each reflecting a different shade of engagement we might experience throughout our careers.
These profiles range from those who take a more balanced approach to engagement, like The Searching, who looks for a greater sense of purpose outside of the company, to highly engaged profiles like The Work Centric, who prioritizes work over their personal life. In the words of our expert Jean-Baptiste Barféty, these eight shades of engagement paint a picture of an employee who fluctuates depending on their stage of life and priorities: they commit to their work while setting boundaries, they dedicate time to social causes when they can, and conversely, they recharge their batteries when they feel the need.
The 8 shades of employee engagement
Engagement is as individual as we are. Our study highlights two main factors influencing employee engagement: the importance placed on life versus work, and whether our focus is more personal or collective. These factors combine to create eight distinct profiles, each reflecting a different shade of engagement we might experience throughout our careers.
The shades of engagement
Employee engagement fluctuates depending on stage of life and priorities.
A sense of agency
Employees feel more in control when they have the time and space to find their own ways to engage.
The secret to the good life
People want the freedom to use their time, however they choose, to live a better life.
Reciprocity: the key to unlocking people’s engagement potential
Employees know exactly what they're looking for in return for their contributions. They need recognition and to be rewarded for the time and energy they invest in their roles. They are particularly drawn to companies that focus on material benefits, growth and autonomy, and fostering human connections. These three key employee expectations lay a strong foundation for companies looking to build a mutually beneficial relationship with their employees. For engagement to truly benefit both parties, organizations need to take it to the next level by gaining a deeper, more up-close and personal view of who their employees are.
When asked about the main factors that make a company attractive, over one-third of employees mentioned benefits that genuinely satisfy their needs. Meeting this rising demand for personalized benefits is the way companies can unleash employees' full potential.
38%
say that being recognized for their commitment is the thing that makes them feel most fulfilled at work
43%
say a caring atmosphere at work is the thing that makes them feel the most fulfilled at work
53%
rank "good salaries" as the top driver of company attractiveness
Engagement is a two‑way street
Employees are particularly drawn to companies that focus on three key areas: growth and autonomy, fostering human connections, and material benefits.
The #1 driver of fulfillment at work
Employees said that a nice and caring work environment is essential to feeling fulfillment at work.
Encouraging growth and autonomy
Helping employees develop a future-proof skillset helps them feel optimisitc and strengthens their sense of agency.
“Technology is frequently viewed as conflicting with human connection or care. However, I believe that in the future, tech will become a valuable ally for companies aiming to show their dedication to employees, extending beyond work. It will facilitate creating personalized HR policies and benefits customized to each person's unique needs.”
Fabiana Galetol, People & Sustainability Director for Brazil at Pluxee
From one‑size‑fits-all to personalized experiences that truly fit
Engagement grows when companies create the right conditions for it to flourish. Forward-thinking employers move beyond generic solutions to offer personalized experiences and benefits that truly fit people’s lives. By recognizing that each employee has a different life journey, they enable their workforce to define their own purpose while staying connected to the company’s mission. This tailored approach turns engagement into a shared source of growth, meaning, and performance.
At a time when our understanding of employee engagement is shifting , we decided to bring together two leading experts. Their insight illuminates both the structural forces reshaping work and the lived experiences of employees, while also offering practical solutions for companies wanting to future-proof their workforce’s engagement.
Jean-Baptiste Barféty
Public policy expert specializing in work, organizational transformation, and the common good
Barféty offers an institutional and European perspective on the evolving nature of work. As co-leader of a research group at Collège des Bernardins focused on work, a former advisor to the French Ministry of Labor, and rapporteur of the influential Notat-Senard report that shaped French legislation on purpose-driven companies, he connects academic insights with corporate realities. His recent studies for Projet Sens — a collective of HR Directors promoting dialogue among researchers, executives, and managers — include “Giving Sense to Work” and “Remote Work, Real Managers: 5 years After Lockdown.” He highlights the structural and policy factors affecting today’s pursuit of meaningful work.
Brigid Schulte
Director of the Better Life Lab and The Good Life Initiative at New America, New York Times bestselling author
Schulte explores how personal transformation and systemic change can create fuller, more meaningful lives. A Pulitzer Prize–winning journalist and director of the Better Life Lab at New America, she uses storytelling to rethink work, care, gender, and time. Author of "Over Work" and the New York Times bestseller "Overwhelmed", she examines the pressures of modern life and the quest for balance. Through her writing, speaking, and the Better Life Lab podcast, she inspires a cultural shift toward more humane and equitable ways of living and working.
Every voice tells a story. Beyond the data, this study highlights the real people behind the numbers. Get a firsthand account of how employees navigate purpose, balance, and connection in the workplace.
“In addition to managing an artisanal glassblowing studio, I am a recently divorced mother of a 12-year-old and volunteer to help the elderly and animals whenever I can find the time. Money is tight right now, but I understand that changing jobs for a slightly higher salary could risk the delicate work-life balance I’ve worked hard to establish."
Sandra, France
“Being engaged at work means participating in conversations and decision-making, getting along with colleagues, sharing stories and jokes, and staying informed about changes. It involves teamwork, growing through interaction, and caring for peers.”
Colin, UK
“The biggest challenge to balancing work and personal life for me is time management. I like to make sure I give my kids and my wife the most time possible. So, I put myself to the side. Once I'm off work, I come straight home and spend the evening with them.”
Aaron, US
“For me, engagement means dedicating your complete interest to all the company's activities and feeling a sense of intrapreneurship. Intrapreneurs derive from the term entrepreneur, implying you make all decisions in your work as if you owned the company. This is a skill I’ve worked hard to develop personally.”
Butoi, Romania
“I do my best to keep work matters for office hours, as it's important to do other things for myself—though that's not always possible. The hardest part is not wanting to stay past office hours, but I always try to keep myself in check. I reserve nights and weekends for studying, playing sports, and volunteering.”
Caroline, Brazil
“Being dedicated to your work is crucial, but it's important not to lose yourself entirely. Overworking yourself, pushing beyond your limits, and giving more than you can sustain will lead to stagnation. Therefore, it's vital to find a balance: invest yourself fully, but remember to take care of yourself as well.”
Luna, Belgium
“If I had four extra hours each week, I would dedicate them to my family. Although in theory, each aspect of life has its own designated time, we must learn to prioritize. Achieving harmony is crucial, and work pressures or deadlines shouldn’t interfere with family life.”
Irene, Spain
“People are worried about money because of increasing education and living expenses. Inflation and the poor economy also make it difficult to find time for personal relaxation.”
Yakup, Türkiye
“I feel fulfilled and secure in my work, grateful to be authentic and handle tasks my own way. I value the variety of each day, offering new learning opportunities. I'm proud that my work positively impacts people's lives.”
Guillermo, Mexico