Commitment to Work: What Really Matters
Contrary to common assumptions, salary level has only a minor influence on employee engagement. According to the Paris Workplace 2025 barometer by SFL and Ifop, motivation among office employees in the Paris region largely depends on recognition, managerial trust, and an environment that encourages open communication.
Key Factors Behind Engagement
- Recognition and regular feedback from management
- Trust and acceptance of the right to make mistakes
- Opportunities for open dialogue and collaboration
Three Employee Profiles
Highly Engaged
Nearly four out of ten workers fall into this category. They benefit from daily support, consistent feedback, and a culture that values their input. These employees tend to see a long-term future with their organization, actively recommend their employer, and promote its brand through social initiatives and social media.
Neutral
These employees are moderately engaged. They perform their duties responsibly but remain less emotionally invested in the company, balancing interest and detachment.
Disengaged
Roughly one in five workers belong to this group. They often prefer remote work, limit social interactions, and experience a sense of isolation or inefficacy. Their withdrawal weakens team dynamics, the company’s reputation, and overall talent retention.
"The office is more than just a workstation and a screen — it's a living space when designed with people in mind."
The study underscores that workplace engagement arises less from financial incentives and more from trust, acknowledgment, and human connection.
Author’s Summary
Employee engagement grows from recognition, trust, and a supportive work culture, proving that meaningful relationships outweigh salary in driving commitment.