{"id":7321,"date":"2026-01-23T10:48:18","date_gmt":"2026-01-23T16:48:18","guid":{"rendered":"https:\/\/www.biworldwide.com\/?p=7321"},"modified":"2026-01-27T13:18:41","modified_gmt":"2026-01-27T19:18:41","slug":"the-new-rules-of-engagement-global-employee-inspiration-research-report","status":"publish","type":"post","link":"https:\/\/www.biworldwide.com\/our-work\/blog\/the-new-rules-of-engagement-global-employee-inspiration-research-report\/","title":{"rendered":"The New Rules of Engagement\u00ae global employee inspiration research report"},"content":{"rendered":"
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Home<\/a><\/span><\/span><\/div>\t\t\t<\/div>\n\t\t\n\t\t\t\t\t
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\n\t\t\t\tThe New Rules of Engagement\u00ae<\/sup> global employee inspiration research report\t\t\t<\/h1>\n\t\t\t\t\t\t\t\t\t\t
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Let’s Talk<\/a><\/div>\n\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t<\/div>\n<\/div>\n\n\n\n
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Download the full report.<\/strong><\/p>\n\n\n\n

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Jump to a section:<\/h2>\n\n\n\n
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\n\t\t\t\t\t\t\t\n\t\t\t\tThe New Rules of Engagement\u00ae\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t
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Insights behind the trends in employee inspiration<\/p>\n\n<\/div>\n\t<\/div>\n\t\t\tGo<\/span>\n\t<\/div>\n\n

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\n\t\t\t\t\t\t\t\n\t\t\t\tRecognition contagion\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t
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How recognition goes viral and why it matters<\/p>\n\n<\/div>\n\t<\/div>\n\t\t\tGo<\/span>\n\t<\/div>\n\n

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\n\t\t\t\t\t\t\t\n\t\t\t\tFeedback and recognition\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t
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Can 1+1=3? When two engagement drivers multiply impact<\/p>\n\n<\/div>\n\t<\/div>\n\t\t\tGo<\/span>\n\t<\/div>\n\n

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\n\t\t\t\t\t\t\t\n\t\t\t\tThe change imperative\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t
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How to lead through uncertainty with intention<\/p>\n\n<\/div>\n\t<\/div>\n\t\t\tGo<\/span>\n\t<\/div>\n\n

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\n\t\t\t\t\t\t\t\n\t\t\t\tArtificial intelligence\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t
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From fear to force multiplier<\/p>\n\n<\/div>\n\t<\/div>\n\t\t\tGo<\/span>\n\t<\/div>\n\n

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\n\t\t\t\t\t\t\t\n\t\t\t\tDeskless employees\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t
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Close the gap for the frontline workforce<\/p>\n\n<\/div>\n\t<\/div>\n\t\t\tGo<\/span>\n\t<\/div>\n\n

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\n\t\t\t\t\t\t\t\n\t\t\t\tMilestones that matter\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t
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Moments that shape culture and strengthen connection<\/p>\n\n<\/div>\n\t<\/div>\n\t\t\tGo<\/span>\n\t<\/div>\n\n

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\n\t\t\t\t\t\t\t\n\t\t\t\tCompensation and recognition for salespeople\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t
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The 3×2 total rewards toolkit<\/p>\n\n<\/div>\n\t<\/div>\n\t\t\tGo<\/span>\n\t<\/div>\n\n

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\n\t\t\t\t\t\t\t\n\t\t\t\tInspiration vs. compensation\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t
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Why cash alone can’t buy commitment<\/p>\n\n<\/div>\n\t<\/div>\n\t\t\tGo<\/span>\n\t<\/div>\n\n

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\n\t\t\t\t\t\t\t\n\t\t\t\tBusiness outcomes\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t
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Recognition that delivers measurable results<\/p>\n\n<\/div>\n\t<\/div>\n\t\t\tGo<\/span>\n\t<\/div>\n\n

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\n\t\t\t\t\t\t\t\n\t\t\t\tIdeas that drive change\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t
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The Linus Pauling effect: how volume fuels innovation<\/p>\n\n<\/div>\n\t<\/div>\n\t\t\tGo<\/span>\n\t<\/div>\n\n

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\n\t\t\t\t\t\t\t\n\t\t\t\tCommunication breakdown\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t
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Is “TMI Syndrome” disengaging your sales force?<\/p>\n\n<\/div>\n\t<\/div>\n\t\t\tGo<\/span>\n\t<\/div><\/div>\n<\/div>\n\n\n\n

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Daniel Patrick Moynihan once said,<\/strong><\/p>\n\n\n\n

“You have a right to your own opinion but not a right to your own facts.”<\/strong><\/p>\n\n\n\n

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Foreword<\/h2>\n\n\n\n
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BI WORLDWIDE<\/strong> focuses on the facts: real data on how organizations can engage and inspire employees across every role, industry, and corner of the world. Each year, The New Rules of Engagement<\/strong>\u00ae<\/sup> pushes that research further, translating what we\u2019ve learned into practical action.<\/p>\n\n\n

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\n\t\t\t\t\t\t\tThis year, we explore the questions shaping today\u2019s workplace:<\/strong>\t\t\t\t\t<\/h3>\n\t\t
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  • How can we build a culture of recognition that fuels measurable business outcomes?<\/strong><\/li>\n\n\n\n
  • What makes recognition contagious?<\/strong><\/li>\n\n\n\n
  • How do we engage and inspire “deskless” employees across manufacturing, retail, and distribution?<\/strong><\/li>\n\n\n\n
  • How can cash and non-cash tools be used to attract, retain, and motivate sales producers?<\/strong><\/li>\n\n\n\n
  • What role do milestone celebrations play in strengthening connection?<\/strong><\/li>\n\n\n\n
  • How is artificial intelligence reshaping the employee experience?<\/strong><\/li>\n\n\n\n
  • How can we manage constant change while keeping employees engaged?<\/strong><\/li>\n\n\n\n
  • How do we tap into employee creativity and turn ideas into results?<\/strong><\/li>\n\n\n\n
  • In an era of nonstop noise, how do we communicate clearly enough to be heard?<\/strong><\/li>\n<\/ul>\n\n<\/div>\n\t<\/div>\n\t<\/div><\/div>\n\n\n\n
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    There\u2019s no single playbook for applying these insights. A manufacturer with hundreds of frontline employees faces different realities than an automotive dealership or a digital start-up. A long-tenured workforce celebrates milestones differently than a company scaling at full speed. And recognition for a patentable innovation looks different from recognition for improving a daily process.<\/p>\n\n\n\n

    That\u2019s where the real challenge (and the fun) begins: turning facts into action. When organizations connect insight to execution, they don\u2019t just improve culture; they transform performance.<\/p>\n\n\n\n

    Let’s get started.<\/p>\n<\/div>\n\n\n\n

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    The New Rules of Engagement\u00ae<\/h2>\n\n\n\n
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    Each year, our research sheds new light on what truly drives engagement and what holds it back. This year\u2019s findings reflect a workplace in motion: recognition that spreads like wildfire, artificial intelligence reshaping productivity, and managers redefining what leadership looks like in a world of constant change.<\/p>\n\n\n\n

    From deskless employees craving connection to salespeople balancing compensation and meaning, employees everywhere are asking the same question: \u201cDoes my work matter, and do you see it?\u201d<\/p>\n\n\n\n


    The data says it does. The challenge is what you do with it.<\/strong><\/p>\n\n\n

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    \n\t\t\t\t\t\t\tWe could fill volumes with every insight our respondents shared, but this year we\u2019re focusing on eleven key trends<\/strong>, each one actionable<\/strong>, measurable<\/strong>, and ready to use:<\/strong>\t\t\t\t\t<\/h3>\n\t\t
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    • Making inspiration go viral<\/li>\n\n\n\n
    • Feedback and recognition<\/li>\n\n\n\n
    • Managing change in challenging times<\/li>\n\n\n\n
    • Artificial intelligence<\/li>\n\n\n\n
    • Deskless employees<\/li>\n\n\n\n
    • Celebrating milestones<\/li>\n\n\n\n
    • Compensation for salespeople<\/li>\n\n\n\n
    • Inspiration vs. compensation and recognition<\/li>\n\n\n\n
    • The power of ideas<\/li>\n\n\n\n
    • Business outcomes<\/li>\n\n\n\n
    • Addressing the challenges of poor communication<\/li>\n<\/ul>\n\n<\/div>\n\t<\/div>\n\t<\/div>\n\n\n

      The insights behind these trends are more than numbers. They\u2019re proof that engagement isn\u2019t accidental. It\u2019s built through design, data, and discipline.<\/p>\n\n\n\n

      The opportunity now? Turn insight into impact.<\/strong><\/p>\n\n\n\n

      \"The<\/figure>\n<\/div>\n\n\n\n
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      Recognition contagion<\/h2>\n\n\n\n

      How recognition goes viral and why it matters<\/strong><\/p>\n<\/div>\n\n\n\n

      Recognition isn\u2019t a perk; it\u2019s one of the most powerful tools for improving performance. When employees feel their successes are seen and celebrated, they don\u2019t just feel happier; they work harder and think bigger.<\/p>\n\n\n\n

      The data speaks for itself:<\/strong><\/p>\n\n\n\n

      \"A<\/figure>\n\n\n\n

      That’s not coincidence. That’s causation.<\/p>\n\n\n\n

      If recognition is this powerful, how can we create more of it? One answer lies in a principle with deep behavioral roots: social contagion<\/strong>.<\/p>\n\n\n\n

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      The Oxford Dictionary defines it as:<\/p>\n\n\n\n

      “the spread of ideas, attitudes, or behavior patterns in a group through imitation and conformity.”<\/strong>i<\/sup><\/p>\n\n\n\n

      Just like emotions or habits, recognition can be contagious.<\/p>\n<\/div>

      \"A<\/figure><\/div>\n\n\n\n

      And the data confirms it: Employees who received recognition in the past month are 2.9x<\/strong> more likely to have sent recognition themselves. Recognize someone, and they\u2019re far more likely to recognize someone else. That\u2019s the ripple effect that turns individual appreciation into an organizational movement.<\/p>\n\n\n\n

      To understand this dynamic more deeply, BI WORLDWIDE analyzed the recognition program of a retail company with roughly 12,000<\/strong> employees. Over a 60-day period<\/strong>, employees sent more than 33,000<\/strong> recognition messages, (an average of 539 messages per day<\/strong>) that was received by 64%<\/strong> of the workforce.<\/p>\n\n\n\n

      Most of these messages were public, allowing employees to view and celebrate one another\u2019s successes. Employees could send either group recognitions (to multiple recipients) or individual recognitions (one-to-one).<\/p>\n\n\n

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      \n\t\t\t\t\t\t\tA typical group message might read:\t\t\t\t\t<\/h3>\n\t\t
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      \u201c<\/strong>Team \u2013 I am so proud of all of you for delivering on our sales goal last week! You made such a large impact on the area\u2019s performance, and I want to say thank you<\/strong>.<\/p>\n\n\n\n

      Thank you<\/strong> for your focus on the<\/strong> customer<\/strong>, on ensuring operational<\/strong> excellence<\/strong>, and on driving results!<\/strong> Congrats to the best team<\/strong> for making goal \u2013<\/strong> 110%!\u201d<\/strong><\/p>\n\n<\/div>\n\t<\/div>\n\t<\/div>\n\n\n

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      Authentic. Heartfelt. Shared success on full display.<\/p>\n\n\n\n

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      But the tone of individual messages<\/strong> feels different. It\u2019s personal, specific, and deeply human:\t\t\t\t\t<\/h3>\n\t\t
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      “It’s officially six months today since you added me to your team. I wanted to take the time to say THANK YOU!<\/strong> You’re an AWESOME manager and such a pleasure to work with.”<\/em><\/p>\n\n\n\n

      Another read:<\/p>\n\n\n\n

      “Congrats for always being such a team player and attracting people with your smile. You are such an energetic person with a golden heart. Your laugh is so contagious and customers just vibe with your personality. Keep up the great energy.”<\/em><\/p>\n\n<\/div>\n\t<\/div>\n\t<\/div>\n\n\n

      Both types of recognition<\/strong> matter, but one proved far more<\/strong> contagious. <\/strong>When we compared the next several weeks of data, employees who received a personal recognition were significantly more likely to send a recognition message than those who received a group one.<\/p>\n\n\n\n

      Why?<\/strong> Because individual recognition hits a different emotional register. It says you<\/strong> matter, not just your team. That doesn\u2019t mean group messages don\u2019t belong. They\u2019re powerful for celebrating collective success, as in the example of the manager praising their team for exceeding 110%<\/strong> of their sales goal. But group messages should be complemented by personal recognition because culture change happens one authentic message at a time.<\/p>\n\n\n

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      \n\t\t\t\t\t\t\tTo make recognition contagious, leaders need to:\t\t\t\t\t<\/h3>\n\t\t
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      • Pay close attention to individual contributions.<\/li>\n\n\n\n
      • Look for smaller moments that might otherwise go unnoticed.<\/li>\n\n\n\n
      • Revisit long-tenured employees whose consistent impact may be taken for granted.<\/li>\n\n\n\n
      • Listen to peers, customers, or partners who can reveal unseen wins.<\/li>\n<\/ul>\n\n<\/div>\n\t<\/div>\n\t<\/div>\n\n\n

        Yes, it takes effort. But the payoff is exponential. Recognition spreads when it starts personally.<\/strong><\/p>\n\n\n\n

        Want to make recognition more contagious? Make it personal.<\/strong><\/p>\n\n\n

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        \n\t\t\t\t\t\t\tKey takeaways:\t\t\t\t\t<\/h3>\n\t\t
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        • Recognition doubles creative output and effort <\/strong>\u2013 backed by data.<\/li>\n\n\n\n
        • Social contagion is real: recognition inspires recognition.<\/strong><\/li>\n\n\n\n
        • Individual recognition<\/strong> sparks stronger cultural momentum <\/strong>than group praise.<\/li>\n\n\n\n
        • Group messages build unity, but personal messages build commitment.<\/strong><\/li>\n\n\n\n
        • Authenticity<\/strong> fuels repetition; recognition done right becomes self-sustaining.<\/strong><\/li>\n<\/ul>\n\n<\/div>\n\t<\/div>\n\t<\/div>\n\n\n
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          Hear from our expert<\/h2>\n\n\n\n

          Amy Stern, Vice President, Employee Performance Group<\/p>\n\n\n\n

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