> **来源：[研报客](https://pc.yanbaoke.cn)** # 2026 Employee Experience Trends Summary ## Core Content The 2026 Employee Experience (EX) Trends Report provides an in-depth look at how employees are navigating a rapidly changing and technology-driven work environment. It highlights the evolving attitudes and experiences of different employee cohorts and offers strategic advice for HR and leadership to better support them. ## Main Viewpoints ### 1. **Employee Engagement and Change** - **72% of employees** report experiencing significant change in 2026. - **Engagement levels** have returned to historical baselines after increases in 2025. - Employees are more engaged when they experience change that aligns with organizational values, growth opportunities, and respect. - **Change fatigue** is a real issue, but it's not the change itself that is problematic—it's the **type of change** and how it's managed. - **Long-tenured employees** (5+ years) are particularly concerned about their future and feel more stagnant compared to new hires. - **New hires** are eager and full of ideas but report poor onboarding experiences, with only **36%** feeling their experience meets expectations. - **Employees who have experienced more change** tend to be more productive and engaged, showing a **Goldilocks zone** of moderate change and pressure. ### 2. **AI and Productivity** - **52% of employees** use AI at work with high frequency (daily or weekly), a **7-point increase** from 2025. - While AI is seen as a productivity enabler, **employee sentiment toward AI** has **stagnated** year-over-year. - **Shadow AI** (employees using their own tools) is becoming more common, especially among those under **productivity pressure**. - This trend poses hidden risks to organizations, including: - Loss of opportunity to learn what employees actually need. - Reduced institutional knowledge about AI. - Increased security and compliance risks. - Organizations must provide **purpose-built AI tools** with clear context and safety protocols to support responsible use and build trust. ### 3. **Cost-Cutting and Its Hidden Consequences** - Organizations are increasingly adopting **transactional employment models**, such as part-time and gig work. - These models have led to **lower job attitudes** and **disengagement**, particularly among **frontline and part-time workers**. - **Frontline employees** are especially crucial for **customer experience**, but they often lack the support, feedback, and empowerment needed to perform effectively. - The **new hire honeymoon period** has disappeared, and the experience gap between new hires and long-tenured employees is growing. - Poor onboarding and lack of feedback lead to **lower engagement, inclusion, and well-being**, and negatively impact **customer satisfaction**. ## Key Information - **Employee needs** include feeling connected to the organization, understanding its mission, and being supported during change. - **AI adoption** is rising, but without proper governance and training, it can lead to significant risks. - **Frontline and part-time workers** are critical to customer satisfaction but often overlooked in terms of investment and support. - **Listening to employees** is a key driver of engagement, well-being, and intent to stay. Organizations that increase listening frequency see better outcomes. - The **gap between leaders and frontline employees** in terms of feedback action is widening, indicating a need for more transparent and responsive communication. ## Strategic Recommendations - **Support long-tenured employees** by recognizing their institutional knowledge and providing reassurance about the future. - **Invest in employee growth** and professional development, even for frontline and part-time workers. - **Implement a persona-first strategy** for AI and productivity tools to align with employee needs while maintaining compliance and security. - **Improve onboarding** by incorporating **face-to-face interactions**, meaningful feedback, and cultural alignment. - **Increase listening frequency** and ensure that **employee feedback leads to tangible action** to maintain engagement and morale. - **Treat employee experience as a non-negotiable investment**, not just a cost-saving measure. ## Conclusion In 2026, the employee experience landscape is shaped by **technological disruption**, **organizational change**, and the **growing need for connection and support**. Organizations that fail to address these trends risk **disengagement, productivity loss, and poor customer outcomes**. By fostering a culture of **listening, trust, and growth**, HR and leadership can navigate these challenges and secure a resilient, engaged workforce.