Technology-driven change enhances engagement
In business, meaningful change often walks in lockstep with new technology. That’s showing up clearly in the numbers. According to the 2026 Employee Experience Trends report from Qualtrics, companies across Europe, the Middle East, and Africa saw employee engagement rise by nine percentage points after implementing new technologies like artificial intelligence. That’s more than double the four-point increase linked to bigger-picture strategy changes. Why? Because employees notice when the tools they use daily get faster, smarter, and more capable. They become more effective, and they feel it.
You’re not going to get frictionless adoption by pushing software across the organization chart without a plan. Technology only drives progress when people know how to use it and understand why it improves what they do. And for the leadership team, that means choosing tools that genuinely solve problems, not just flash new capabilities. What actually moves the needle? Tech that simplifies decision-making, reduces busywork, and gives people more space to think. That’s where engagement spikes.
One nuance worth considering: adoption works best when it’s paced with intention. Force tech into a team overnight, and it becomes a burden. But give employees the chance to explore how it makes their lives easier, and they sign on fast. That’s the turning point, from obligation to buy-in. And buy-in transforms daily work into an improved experience. It’s worth noting: positive employee experience is directly linked to performance at scale. Build that foundation, and you get long-term returns.
Tech adoption isn’t just a systems problem. It’s an experience opportunity. And for leaders thinking ahead, it’s one of the clearest ways to energize teams, not just for now, but for what’s next.
Widespread AI adoption and the “Shadow AI” risk in the UK
AI is already integrated into the daily workflow for half of UK employees. It’s not speculation, it’s already here, and people are using it. According to the Qualtrics 2026 Employee Experience Trends report, 73% of these users said AI helps them complete tasks faster, 62% said it improves quality, and 52% see a lift in productivity. These are not marginal efficiencies. These are significant, real-world gains that executives should pay attention to, because AI isn’t something people are waiting for permission to use. They’re already using it, often without asking.
Here’s the issue: only 26% of UK employees stick exclusively to AI tools provided by their employers. That means the majority are relying on tools outside corporate IT’s oversight, what the report calls “shadow AI.” And that comes with serious implications. When employees turn to public, consumer-grade platforms for business purposes, you lose visibility. Data handling becomes a risk, compliance gaps widen, and your control over confidential information becomes unclear. The upside is clear, but the exposure is just as real.
Simon Daly, Employee Experience Strategy Director at Qualtrics, made the right point: “Leaders need to address both adoption and oversight as AI use spreads across job roles.” You can’t ask for speed and scalability without considering the systems that guard the process. Otherwise, your organization’s data is only as protected as your least-informed employee’s browser tab.
For decision-makers, this calls for action on two fronts. First, invest in AI solutions that people want to use, fast, accurate, and accessible. If the official tools lag behind what’s popular in the market, people will go around them. Second, build governance that isn’t about restriction, it’s about alignment. Employee adoption and secure infrastructure aren’t in conflict. You need both. When you get this right, the organization moves faster without blowing past its safety rails.
Employee listening elevates engagement, retention, and wellbeing
Listening isn’t a soft skill, it’s a performance driver. When employees are heard consistently and leaders take action based on that input, engagement rises. The data from Qualtrics makes this clear. Companies that increased their listening frequency saw employee engagement reach 89%. Where listening declined, engagement dropped to 42%. That’s not a marginal difference. It’s operationally significant.
The same pattern holds for retention and wellbeing. In the UK, when organizations moved from a flat or declining listening cadence to more frequent listening, employee intent to stay jumped from 60% to 69%. Wellbeing scores nearly doubled, up from 44% to 86%. These aren’t just signals of sentiment. They’re business indicators. Retention lowers hiring costs. Wellbeing correlates with fewer sick days and higher productivity. If you’re leading a business, these are tangible gains.
But here’s the gap: 42% of UK employees say they want leadership to listen more. Only 20% say their companies actually increased listening in the past year. That’s a missed opportunity. Your people are telling you what they need. Closing that gap doesn’t require guesswork. It requires structured channels, consistent feedback loops, and visible follow-through.
Simon Daly, Employee Experience Strategy Director at Qualtrics, framed this clearly: “Our research shows that UK employees enjoy giving feedback and want the opportunity for their opinions to shape the company they work for.” This isn’t about creating more surveys. It’s about keeping communication live and actionable. Not just asking, but responding. Not just hearing, but doing something with it.
For business leaders, listening isn’t something to delegate. It’s something to operationalize. When done right, it improves culture, cuts attrition, and drives better execution. Feedback, when used precisely, gives you an edge that’s hard to replicate.
Key takeaways for leaders
- Technology boosts engagement: Leaders should invest in practical, high-impact tech like AI, as its implementation is tied to a 9-point rise in employee engagement, more than double the impact of strategic shifts.
- Shadow AI creates exposure: With only 26% of UK employees using employer-provided AI tools, leaders must implement clear AI governance to mitigate security, compliance, and data risks without stalling innovation.
- Listening drives performance: Frequent, structured listening leads to stronger engagement (89%), higher retention, and better wellbeing, leaders should operationalize this feedback loop to sustain workforce alignment and momentum.
