How many employees and industries are covered in the EX 2026 report?

The EX 2026 report includes responses from 1,027 full-time employees representing 12 different industries, providing a broad view of what makes work feel positive or negative for today’s workforce.

What do employees expect most from employers in 2026?

Employees in 2026 expect more than paychecks and perks. They want fairness, flexibility, follow-through, and workplaces where their feedback leads to visible change and their contributions are genuinely valued.

Do employees believe their feedback leads to action?

Only about one in ten employees say their input always leads to action, while most feel that surveys and feedback efforts rarely translate into meaningful changes in their day-to-day experience.

Why is there a trust and transparency gap inside organizations?

There is a credibility gap because many executives believe decisions are made openly, but frontline employees often disagree. When organizations collect feedback without communicating outcomes, trust and transparency suffer.

What drives employees to leave an organization?

Pay remains a major factor, with many employees willing to leave for better compensation, but emotional value also matters. A significant share say they would quit because they feel undervalued, unrecognized, or disrespected at work.

What do employees value most beyond pay and perks?

Employees increasingly prioritize flexibility, recognition, and respect. They want to be trusted to do their jobs well, have autonomy over their time, and feel that their contributions are acknowledged and meaningful.

How do employees feel about technology and AI at work?

Most employees say technology makes their day easier, but many still want more human interaction, especially for recognition and collaboration. AI and automation are appreciated for efficiency, yet employees worry about potential losses in creativity, connection, and even job security.

What does the EX 2026 report recommend for EX leaders?

The report suggests that the future of employee experience is not about doing more, but doing better. EX leaders should focus on honesty, fairness, closing the feedback loop, and combining technology with a strong human core so that policies and platforms are backed by genuine follow-through.

Where can I access the full Sogolytics Experience Index: EX 2026 report?

You can access the full Sogolytics Experience Index: Employee Edition (EX) 2026 report by downloading it from the Sogolytics resources section using the link provided in this article.

The Future of EX: What Employees Expect Most in 2026

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The Future of EX: What Employees Expect Most in 2026

Work isn’t what it used to be, and neither are employees.The Sogolytics Experience Index: Employee Edition (EX) 2026 report from Sogolytics shows that today’s workforce wants more than paychecks and perks. They want fairness, flexibility, and follow-through.

Sogolytics surveyed 1,027 full-time employees across 12 industries to understand what makes work feel good and what doesn’t. The findings show employees are optimistic but cautious, tech-savvy but craving connection, and ready to see talk turn into action.

Listening Without Action

Here’s the hard truth: most people don’t believe their feedback changes anything. Only one in ten employees say their input always leads to action. The rest have learned not to expect much after hitting “submit.”

It’s not that organizations aren’t listening. They are. But collecting surveys without visible results is like nodding without speaking. Trust grows when leaders follow up, not just when they ask.

And transparency? Still work in progress. Almost half of executives say decisions are made openly, but barely any frontline staff agree. That’s not a communication gap; that’s a credibility gap.

Report

Listening gap costing you talent? Know where to start.

Download the report

The Value Disconnect

Most employees say they’re satisfied, but “fine” isn’t the same as “fulfilled.” Pay is still a big deal, with 45% saying they would leave for better compensation. But emotional value matters too. Nearly one in four would quit simply because they feel undervalued.

Flexibility, recognition, and respect have become the new must-haves. It’s not about free snacks or ping-pong tables anymore. It’s about being trusted to do your job well and live your life too.

Top drivers of employee turnover

Source: Sogolytics, The Sogolytics Experience Index: Employee Edition (EX) 2026. For the complete version, download the full report at sogolytics.com.

Technology with a Human Touch

Most employees say technology makes their day easier. Still, 38% want more human interaction, especially when it comes to recognition or collaboration. Efficiency is great, but it can’t replace empathy.

AI is another mixed bag. People appreciate the shortcuts but worry about what might get lost — creativity, connection, and maybe even job security. The challenge for leaders is to make sure automation doesn’t erase authenticity.

What It Means for EX Leaders

The future of employee experience isn’t about doing more. It’s about doing better. Employees want honesty, fairness, and real conversation. They want surveys that lead to change, leaders who keep their word, and technology that helps without taking over.

Great workplaces of 2026 won’t win people over with gimmicks. They’ll earn loyalty through trust, transparency, and action that matches intention.

Because in the end, employee experience isn’t built on policies or platforms. It’s built on people, and the promise that their voices actually matter.

Stop collecting feedback and start driving action.

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