For decades, employee engagement has been anchored in a simple idea: people want to feel valued and connected at work. Leaders built programs around recognition and belonging, which were recognized as the key motivators driving performance and retention. But recent research from Perceptyx analyzing over 20 million employee responses over 10 years shows a dramatic shift. In 2025, the traditional drivers of engagement – belonging and feeling valued – dropped to the bottom of the list. Rising to the top were two new priorities:
- How well organizations handle change
- Trust in senior leadership
This signals a new reality for HR and leaders alike: employees are now more concerned with stability, transparency, and the ability of leaders to navigate uncertainty than with recognition or praise.
Employees are asking: Will my company be around in three years? Will I be part of its future? Addressing these questions requires a change in how organizations lead.
Here are five strategies for keeping engagement high in this new landscape:
1. Blend empathy with excellence
Support and understanding remain important, but they are no longer enough. Employees need leaders who can explain tough decisions, connect them to long-term strategy, and provide a clear path forward.
2. Make communication collaborative
Employees want to contribute ideas, influence decisions, and be heard. When they can shape outcomes, they are 3.5 times more likely to stay.
3. Connect work to progress
Help employees see the real impact of their contributions. Move beyond generic praise and celebrate milestones tied to performance goals. Highlighting progress fosters confidence and engagement.
4. Be candid about organizational health
Share performance metrics transparently, explain challenges, and communicate actions being taken. Understanding the reality reduces anxiety and builds ownership.
5. Measure contribution, not position
Success isn’t defined by title or tenure. Empower employees to solve problems, share insights, and influence outcomes. Autonomy and meaningful participation drive engagement far more than hierarchy or status.
Belonging and recognition will always matter, but today’s employees are prioritizing stability, trust, and influence. To retain top talent in 2026, leaders must provide confidence, transparency, and a real seat at the table. Engagement strategies need to evolve or organizations risk losing the people who matter most.
Source: hrexecutive.com