Experience Management the Qualtrics and Perceptyx way: Impact AI as a BIG factor making EX agile and more insightful

Employee experience, or employee listening, has gained currency in recent times, especially post DEIB push, Black Lives Matter, The Great Resignation, Quiet Quitting, Covid pandemic-led restrictions, and the Return to Work mandates, creating mixed reactions and loads of challenges and opportunities for staff and firms together. 

Qualtrics and Perceptyx are market leaders in EX and CX, with recent reports capturing various aspects of EX and CX, particularly with the advent of AI making analytics easier and quicker, capturing sentiments, emotions, drives, and other human and social factors impacting performance at work.

Qualtrics is a large platform with AI capabilities that rightfully claims its capabilities as --

All-in experience management,
amplified with trusted AI

Certain snapshots below and comments that follow-

Snapshots and details have been taken from the 2024/25 EX reports by Qualtrics and Perceptyx. You can find them on their websites. 

Perceptyx captures data from 4 different sources for EX as seen below. 

Every Voice Matters.
Capture feedback and employee sentiment from every corner of your organization and decode your EX into highly actionable data. Whether it’s point-in-time surveys, lifecycle events, crowdsourcing, or 360 feedback

Uncover Your Unique Data Story.
Unleash AI-powered analytics to transform complex data into actionable insights. Employee sentiment analysis, aligned with your specific business and talent priorities, reveals opportunities for today as well as trends that forecast future opportunities to propel your organization forward.

CONSTANT CHANGE IS PUTTING UNNECESSARY PRESSURE ON EMPLOYEES Over a third of employees globally are feeling pressure from their employer to increase productivity, which they say is caused by pace of change (38%), strategic efforts (36%), and economic conditions (34%)

Employee experiences are being ruined by entry and exit Globally, we’re seeing engagement go up but intent to stay decline slightly — manifesting this notion of shorter horizons: people adjust timeframes and plans for the future if they can’t predict what’s around the corner. However, it’s important to not interpret these shorter timeframes as disloyalty. Employees are still showing up, and they’re more engaged today than they were four years ago! NEW STARTER EXPERIENCES FAIL TO IMPRESS Right now, the employees who are least likely to see a future with an organisation are the ones who have just started — this is a far cry from the ‘new-starter glow’ that we might expect.

‘‘ Every organisation’s brand and reputation is heavily influenced by the stories people tell about applying for a job and what it was like working there. Getting these first and final impressions are key strategic levers, but right now they are being overlooked.’’

Trusted leaders demonstrate three characteristics: 1. Competence Having the skills and knowledge needed to do a job well 2. Integrity Behaving in a way that’s consistent with the organisation’s values 3. Benevolence Choosing people’s wellbeing over immediate profit or gain