Mexicans Reassess Work Priorities, Favor Balanced Engagement

Mexican workers are redefining how they relate to their jobs, valuing employment as an essential part of life but no longer as its central element, according to a new study by Pluxee and Ipsos. The New Rules of Engagement report shows that 84% of Mexican respondents view work as important, yet not the primary focus of their life. The findings indicate a shift in how people understand commitment at work and the personal boundaries they are increasingly willing to set.

The study was presented by Pluxee and Ipsos as part of a broader global analysis of engagement trends across 10 countries. “The commitment is there, but it is not entirely unconditional… employees want to engage with their work without putting their health at risk,” says Javier Alduncin, Human Resources Director, Pluxee. He explains that employees seek a form of engagement that allows room for personal well-being and other sources of satisfaction, such as family and leisure time.

The report’s findings point to a broader cultural change. Although Mexico leads globally in the proportion of people who consider work important but not central to their lives, the trend is visible across the world. Globally, 71% of surveyed employees share this view. The survey also shows that workers appreciate their jobs and maintain a positive relationship with work, yet increasingly resist the idea of “living to work.” This aligns with other global indicators identified by Pluxee and Ipsos, which found that 83% of workers worldwide say they love or like the company they work for and rate their well-being at 7.8 out of 10.

The shift is reflected in workplace behavior. In Mexico, 39% of workers say they fulfill their responsibilities but set limits, slightly above the 34% global average. At the same time, 36% of Mexican respondents report working as much as they can, which falls 10 points below the global figure. According to Héctor Jaso, Employee Experience Leader, Ipsos México, these patterns suggest that work remains relevant but no longer defines identity. “This helps us say that in Mexico work is not the center; it is important, but it is not the center, and that is why certain limits are set,” he says.

Pluxee’s broader global study reinforces this dynamic by framing engagement as a spectrum rather than an all-or-nothing concept. It identifies multiple profiles of worker commitment, ranging from those fully dedicated to those who engage with boundaries to protect their priorities. This model indicates that engagement fluctuates depending on life stage, caregiving responsibilities, job stability, and professional aspirations.

Time emerges as a critical factor in how workers establish priorities. The study notes that employees increasingly view personal time as a valuable resource. “Today, people seek the freedom to use their time meaningfully across different aspects of their lives,” reads the report. Globally, if granted four additional hours per week, 37% of respondents would spend them with family, while others would dedicate them to rest, physical activity, or personal care. Pluxee describes time as a “new currency,” noting that workers are not withdrawing effort but choosing employers who combine fair compensation with flexibility. Alduncin says this reality reflects a changing labor market: “It is the new currency of exchange. It is no longer about who pays the most, but who pays well and provides the opportunity for flexible work.”

The changing understanding of commitment affects expectations of employers. Workers expect reciprocity in the workplace relationship, which the report compares to any other long-term personal connection. “The relationship between an organization and its employees is, in essence, like any strong personal bond,” the study notes. If employees perceive an imbalance, dissatisfaction can emerge. A positive work environment is the leading driver of job satisfaction for 43% of respondents, followed by recognition at 36% and task variety at 30%. Workers also value fairness, equal treatment, and job security.

Recognition remains a key gap in Mexico, according to Jaso. “Recognition is something we do very poorly,” he said, adding that many of the top drivers of satisfaction require stronger leadership development.

The Pluxee-Ipsos research also highlights an evolving perspective on workplace benefits. Employees want benefits that respond to concrete needs, such as flexibility, meaningful time off, support for work-life integration, and opportunities for connection. They also expect salaries aligned with market conditions, access to relevant benefits, and pathways for professional growth. The study points to the growing role of technology in creating more personalized benefits and work experiences.

According to the report, the future of engagement involves alignment between organizational goals and personal aspirations. Rather than imposing a corporate purpose, companies may need to provide frameworks that help employees build their own sense of purpose. The researchers argue that engagement is less about absolute dedication and more about a sustainable balance between work, personal demands, and community roles. Companies that adjust to these expectations may be better positioned to foster meaningful and long-lasting commitment from their workforce.