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The article was written by Katya Sabirova, the CEO and co-founder of InGame Job and PR and communications advisor at Values Value.
What affects the engagement of gaming industry employees? What makes them feel better at work and strengthens their loyalty to their employer? What factors contribute to making gaming professionals happier in their jobs and careers?
One key metric that helps answer these questions is eNPS (employee net promoter score).
eNPS is a metric used to measure employee satisfaction and loyalty by asking how likely they are to recommend their employer to others. It helps companies gauge engagement and identify areas for improvement.
eNPS is reported with a number from -100 to +100. A higher score is desirable.
eNPS is a metric used to measure employee satisfaction and loyalty by asking how likely they are to recommend their employer to others.
In this article, we’ll explore which companies have the most engaged employees and who are more likely to recommend their employer to friends and industry peers.
We’ll also dive into how benefits and perks impact engagement, which projects and genres attract the most satisfied employees and much more. Expect plenty of charts!
Our main source of data is the Big Games Industry Employment Survey 2024, conducted in Spring 2024 and presented at the devcom conference in August 2024. The full report is now available for free on the InGame Job portal.
Why should you trust eNPS?
Respondents rated the likelihood of leaving their job soon on a five-point scale, where 0 means “I have no intention of quitting,” and 5 means “I’m already in the process of changing jobs.” Then, we analysed the eNPS across different cohorts. Here’s what we found.
It’s clear that the most engaged and loyal employees are not looking to quit. This chart proves that eNPS is a reliable metric to consider.
Below, we’ll show the correlations between eNPS and various other factors.
eNPS and years in the industry
The longer a person works in the gaming industry, the less likely they are to change jobs.
The longer a person works in the gaming industry, the less likely they are to change jobs.
Experienced professionals with tenure tend to be more engaged and loyal to their employer. This is not unique to the gaming industry – statistical data tells us that this is a common trend among more seasoned employees.
They value stability more, have already established a career path, and often have more family and personal obligations. Therefore, their attitude towards their employer, including their choice of one, tends to be very mature.
In the graph, we see a decline in eNPS within the cohort of professionals who have been working in the industry for three to five years. This is also understandable: the initial excitement and enthusiasm of junior roles often fade, and people may experience burnout or a professional crisis, leading them to explore new career paths and opportunities.
The initial excitement and enthusiasm of junior roles often fade.
However, this is a reassuring trend – the graph shows that after six years in the profession, professionals, on average, exhibit increasing loyalty to their employer and are more likely to build long-term relationships.
Which companies have the most engaged employees
The most engaged employees are in near-gaming service companies, followed by those at publishers and product companies that self-publish games.
This is likely because near-gaming service companies tend to have smaller teams, where each person’s contribution directly impacts the outcome, allowing employees to feel their influence.
Additionally, many of these companies offer benefits like a percentage of sales or partnership deals, which creates a strong incentive for employees to be invested in the company’s success.
The larger the company, the more mature and structured its processes are. Clear processes – such as salary reviews, transparent grading, career growth pathways, bonus and compensation systems, and a developed HR function – all contribute to employees’ well-being, sense of security, and engagement. Therefore, it’s not surprising that large companies tend to have the highest eNPS.
In small startups, there is little to no bureaucracy, and each employee sees their direct impact, can take initiative, work independently, and feel part of something big.
Why is eNPS higher in very small companies with fewer than ten employees compared to those with 11 to 50 employees? In small startups, there is little to no bureaucracy, and each employee sees their direct impact, can take initiative, work independently, and feel part of something big.
This typically boosts engagement and loyalty. However, in companies with 11 to 50 employees, these startup advantages may start to fade, while mature processes are not yet in place.
The hybrid work format offers employees the flexibility of remote work combined with the collaborative benefits of being in the office. It supports a better work-life balance, reduces commuting time, and fosters social interaction with colleagues.
This increased autonomy allows employees to choose when and where they work, leading to higher productivity, job satisfaction, and overall engagement. As a result, those working in a hybrid model tend to show greater loyalty to their employer and are more motivated in their roles.
Bonuses, benefits, and perks of the most engaged employees
It’s no surprise that the financial bonuses that have the greatest impact on employee
engagement are those tied to the company’s overall financial success.
Employees who receive profit-sharing, sales commissions, or royalties tend to be much more loyal to their employer.
All non-financial benefits correlate with relatively high eNPS scores, which is understandable. Companies that offer non-financial perks usually have well-thought-out reward, motivation, and retention systems in place.
Perks related to top-notch technical equipment and professional development show the strongest correlation with high eNPS scores.
As we can see from the chart below, benefits like health insurance and free meals at the office are generally perceived by employees as a given – nice to have, but expected. However, perks related to top-notch technical equipment and professional development show the strongest correlation with high eNPS scores.
Rare benefits such as company-provided housing, interest-free loans, and the opportunity to take a sabbatical also have a significant “wow” effect when it comes to boosting employee engagement.
What projects do the most engaged employees work on?
More engaged employees tend to work on projects with longer development cycles. That’s why the hardcore and midcore genres are leading in the chart below.
It’s difficult to make definitive assumptions about the two charts below – why the most engaged professionals work on grand & 4x strategy and battle royale, or why the subscription-based monetisation model correlates with the highest employee loyalty.
Of course, these trends can be explained by third variables, such as company culture, reward systems, or even salaries. However, it’s still interesting to explore the correlation between eNPS and project genre.
The new Big Games Industry Employment Survey 2025 is already published. We invite everyone to take part in it! The more responses we collect, the more exciting data InGame Job & Values Value will have for analysis and for sharing.
