Employee expectations are evolving, and organizations must adapt to inspire, retain, and engage their workforce effectively. The New Rules of Engagement® research by BI WORLDWIDE identifies 12 key strategies that drive employee commitment, effort, and inspiration worldwide.

These insights go beyond productivity—they uncover what truly matters to employees, from career growth to workplace culture. By focusing on these key areas, organisations can build a workforce that is not just engaged but deeply connected and motivated.

Key Insights from Research:

Onboarding Shapes Long-Term Engagement

• A strong onboarding experience significantly boosts retention—only 4% of well-onboarded employees plan to leave within a year, compared to 58% with minimal onboarding support.
• Recognition plays a critical role—employees who feel valued and connected to their managers are 5.7 times more likely to feel inspired at work.
• Celebrating key milestones, such as anniversaries and early achievements, strengthens engagement and reduces early turnover.

Talent Mobility Fuels Growth and Commitment

• Employees who receive career development opportunities are more than twice as likely to be engaged in their work.
• Lateral moves are often overlooked but play a key role in employee satisfaction—those with internal mobility opportunities report higher engagement and commitment.
• Recognising both promotions and lateral moves boosts Employee Net Promoter Scores (eNPS), making employees more likely to recommend their company as a great place to work.

Recognition Drives Connection and Performance

• Employees who receive recognition tied to company values are four times more likely to feel connected to the company’s mission.
• Recognition paired with meaningful rewards—such as experiences and merchandise—drives higher motivation than cash or generic rewards.
• Employees who give recognition feel more connected to their peers, strengthening workplace relationships and culture.

Belonging Inspires and Retains Talent

• Employees with inclusive leaders are 10 times more likely to feel a sense of belonging and 12 times more likely to find their work inspiring.
• Fair and consistent recognition is a powerful driver—employees confident in receiving recognition for good work are 7.5 times more likely to feel they belong.
• While 88% of managers want to be inclusive, only 52% of employees perceive them that way. Organisations must equip leaders with the right tools to bridge this gap.

Deskless Employees Need More Than Access

• 80% of deskless employees have access to a work device, yet only 37% receive training and just 34% receive recognition through it.
• Deskless employees who receive digital recognition and career development opportunities show higher commitment and performance.
• Simply offering an app isn’t enough—companies need clear adoption plans with leadership support, gamification, and ongoing communication to keep deskless employees engaged.

eNPS (Employee Net Promoter Score) Predicts Success

• Employees who feel recognised for behaviors aligned with company values are significantly more likely to become promoters, driving higher eNPS.
• Transparent leadership fosters trust—employees who feel their voices are heard are more engaged and more likely to recommend their company.
• Strong career development and financial well-being support increase employee commitment, leading to higher advocacy and long-term retention.

The Bottom Line

Engaging employees takes effort, but the payoff is worth it. The New Rules of Engagement® research makes it clear where to focus:

• Get new employees off to a strong start—it shapes how they engage long-term.
• Create opportunities for skill development and career growth.
• Make recognition fair, meaningful, and consistent.
• Build a culture of belonging where every employee feels valued.
• Invest in deskless employees—they’re essential to success.

When companies invest in employee experience, the results speak for themselves—higher retention, greater effort, and a stronger culture of advocacy. Now’s the time to take action.