Most employees are open to having their organizations analyze data from emails, messages, and meetings to improve their employee experience, according to new research from Qualtrics. Also known as passive listening, this practice provides valuable insights using data employees generate in their daily activities. In fact, only 27% of employees say they definitely or probably would not opt in to a program that analyzed data from sources like work emails or instant messages to improve their experience at work.
Employees’ self-reported comfort with their organization analyzing different data sources is significantly higher than what HR leaders predicted. The biggest difference is in direct messages; HR underestimated employee comfort by 16%.
The expansion of AI is increasing data collection and analysis by organizations trying to reign in expensive attrition. Employees generate valuable data in their daily work, such as emails, Slack messages, IT tickets, and meeting invitations. AI can parse this data to reveal patterns that predict things like disengagement or burnout and allow employers to step in, especially as the volume of data increases.
“This research underscores the crucial dialogue needed between employers and employees in the evolving landscape of today’s workplace,” says Dr. Benjamin Granger, chief workplace psychologist at Qualtrics. “Good dialogue is two-way, and employees appreciate opportunities to drive the conversation with senior leadership. Passive listening allows employees to raise topics that don’t show up in employee surveys and open new lines of communication.”
Other key findings from the research include the following.
- Lower-level employees (27%) are much more wary about their organization analyzing their data than senior leaders (71%).
- Employees are more comfortable with analysis of their emails and messages than social media.
- The biggest concern employees have about passive listening is an invasion of privacy, followed by data security and the data being misinterpreted.
Employees who trust senior leadership at their organization are significantly more willing to participate in a passive listening program than those who don’t trust their leaders. More than half (55%) of employees who trust senior leadership said they would probably or definitely share their data. If employees do not trust their senior leaders, the reverse is true – 53% said they probably or definitely would not choose to share their data.
“Trust is foundational in developing a mutually beneficial relationship between employees and organizational leaders,” says Granger. “This is especially true when it comes to introducing new programs and technologies. Leaders can build trust by highlighting how individual employees will benefit and providing ongoing transparency and autonomy over their data.”
