APAG Employee Experience Survey 2026

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Where Employee Experience (EX) Meets AI in Africa 2026Survey
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Data Confidentiality

All data provided in this survey will be treated as confidential and will not be shared with or sold to any third parties.

Contact details supplied will be used for APAG communication purposes only and will not be shared with or sold to any third parties. Study participants can unsubscribe to APAG communication at any time.
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Instructions

Thank you for taking the time to participate in this survey. The survey consists of basic background questions for statistical analysis and employee experience-related questions. Please read each question carefully and select the option most applicable to you.
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Where did you hear about this survey?* This field is required.Source
Africa People Advisory Group (APAG)
Rwanda Human Resources Management Organization (RHRMO)
Institute of Human Resources Management (IHRM) Kenya
Human Resource Managers' Association of Uganda (HRMAU)
Global Conference Human Resources Africa (GCHRA)
Human Resources Professionals Society Botswana
Zambia Institute of HR Management (ZIHRM)
Gordon Institute of Business Science (GIBS Business School)
Right Seat
Steadman Global Consulting
Rise & Learn Global
Global Career Company
HR Network Africa
Other
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In which country do you currently reside?* This field is required.Demographics
Please Select
Please Select
Afghanistan
Albania
Algeria
Andorra
Angola
Antigua and Barbuda
Argentina
Armenia
Australia
Austria
Azerbaijan
The Bahamas
Bahrain
Bangladesh
Barbados
Belarus
Belgium
Belize
Benin
Bhutan
Bolivia
Bosnia and Herzegovina
Botswana
Brazil
Brunei
Bulgaria
Burkina Faso
Burundi
Cambodia
Cameroon
Canada
Cape Verde
Central African Republic
Chad
Chile
China
Colombia
Comoros
Congo, Republic of the
Congo, Democratic Republic of the
Costa Rica
Cote d'Ivoire
Croatia
Cuba
Cyprus
Czech Republic
Denmark
Djibouti
Dominica
Dominican Republic
East Timor (Timor-Leste)
Ecuador
Egypt
El Salvador
Equatorial Guinea
Eritrea
Estonia
Ethiopia
Fiji
Finland
France
Gabon
The Gambia
Georgia
Germany
Ghana
Greece
Grenada
Guatemala
Guinea
Guinea-Bissau
Guyana
Haiti
Honduras
Hungary
Iceland
India
Indonesia
Iran
Iraq
Ireland
Israel
Italy
Jamaica
Japan
Jordan
Kazakhstan
Kenya
Kiribati
Korea, North
Korea, South
Kosovo
Kuwait
Kyrgyzstan
Laos
Latvia
Lebanon
Lesotho
Liberia
Libya
Liechtenstein
Lithuania
Luxembourg
Macedonia
Madagascar
Malawi
Malaysia
Maldives
Mali
Malta
Marshall Islands
Mauritania
Mauritius
Mexico
Micronesia, Federated States of
Moldova
Monaco
Mongolia
Montenegro
Morocco
Mozambique
Myanmar (Burma)
Namibia
Nauru
Nepal
Netherlands
New Zealand
Nicaragua
Niger
Nigeria
Norway
Oman
Pakistan
Palau
Panama
Papua New Guinea
Paraguay
Peru
Philippines
Poland
Portugal
Qatar
Reunion
Romania
Russia
Rwanda
Saint Kitts and Nevis
Saint Lucia
Saint Vincent and the Grenadines
Samoa
San Marino
Sao Tome and Principe
Saudi Arabia, The Kingdom of
Senegal
Serbia
Seychelles
Sierra Leone
Singapore
Slovakia
Slovenia
Solomon Islands
Somalia
South Africa
South Sudan
Spain
Sri Lanka
Sudan
Suriname
Swaziland
Sweden
Switzerland
Syria
Taiwan
Tajikistan
Tanzania
Thailand
Togo
Tonga
Trinidad and Tobago
Tunisia
Turkey
Turkmenistan
Tuvalu
Uganda
Ukraine
United Arab Emirates
United Kingdom
United States of America
Uruguay
Uzbekistan
Vanuatu
Venezuela
Vietnam
Western Sahara
Yemen
Zambia
Zimbabwe
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In which country do you currently work?* This field is required.Demographics
Please Select
Please Select
Afghanistan
Albania
Algeria
Andorra
Angola
Antigua and Barbuda
Argentina
Armenia
Australia
Austria
Azerbaijan
The Bahamas
Bahrain
Bangladesh
Barbados
Belarus
Belgium
Belize
Benin
Bhutan
Bolivia
Bosnia and Herzegovina
Botswana
Brazil
Brunei
Bulgaria
Burkina Faso
Burundi
Cambodia
Cameroon
Canada
Cape Verde
Central African Republic
Chad
Chile
China
Colombia
Comoros
Congo, Republic of the
Congo, Democratic Republic of the
Costa Rica
Cote d'Ivoire
Croatia
Cuba
Cyprus
Czech Republic
Denmark
Djibouti
Dominica
Dominican Republic
East Timor (Timor-Leste)
Ecuador
Egypt
El Salvador
Equatorial Guinea
Eritrea
Estonia
Ethiopia
Fiji
Finland
France
Gabon
The Gambia
Georgia
Germany
Ghana
Greece
Grenada
Guatemala
Guinea
Guinea-Bissau
Guyana
Haiti
Honduras
Hungary
Iceland
India
Indonesia
Iran
Iraq
Ireland
Israel
Italy
Jamaica
Japan
Jordan
Kazakhstan
Kenya
Kiribati
Korea, North
Korea, South
Kosovo
Kuwait
Kyrgyzstan
Laos
Latvia
Lebanon
Lesotho
Liberia
Libya
Liechtenstein
Lithuania
Luxembourg
Macedonia
Madagascar
Malawi
Malaysia
Maldives
Mali
Malta
Marshall Islands
Mauritania
Mauritius
Mexico
Micronesia, Federated States of
Moldova
Monaco
Mongolia
Montenegro
Morocco
Mozambique
Myanmar (Burma)
Namibia
Nauru
Nepal
Netherlands
New Zealand
Nicaragua
Niger
Nigeria
Norway
Oman
Pakistan
Palau
Panama
Papua New Guinea
Paraguay
Peru
Philippines
Poland
Portugal
Qatar
Reunion
Romania
Russia
Rwanda
Saint Kitts and Nevis
Saint Lucia
Saint Vincent and the Grenadines
Samoa
San Marino
Sao Tome and Principe
Saudi Arabia, The Kingdom of
Senegal
Serbia
Seychelles
Sierra Leone
Singapore
Slovakia
Slovenia
Solomon Islands
Somalia
South Africa
South Sudan
Spain
Sri Lanka
Sudan
Suriname
Swaziland
Sweden
Switzerland
Syria
Taiwan
Tajikistan
Tanzania
Thailand
Togo
Tonga
Trinidad and Tobago
Tunisia
Turkey
Turkmenistan
Tuvalu
Uganda
Ukraine
United Arab Emirates
United Kingdom
United States of America
Uruguay
Uzbekistan
Vanuatu
Venezuela
Vietnam
Western Sahara
Yemen
Zambia
Zimbabwe
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What is your occupational level?* This field is required.Demographics
Please Select
Please Select
Entry level (Support role)
Administrative (Officer)
Specialist
Supervisor
Manager
Senior Manager
Executive
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What industry are you in? * This field is required.Demographics
Please Select
Please Select
Agriculture & Agribusiness
Mining, Oil & Gas
Manufacturing
Banking & Financial Services
Telecommunications & Technology
Energy & Utilites
Infrastructure & Construction
Government / Public Sector
Development / NGO Sector
Healthcare
Education
Retail / Consumer Goods
Transport & Logistics
Hospitality & Tourism
Professional Services
Media / Marketing / Creative Industries
Other
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Gender* This field is required.Demographics
Please Select
Please Select
Male
Female
I prefer not to declare
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Age* This field is required.Demographics
Please Select
Please Select
18-24
25-34
35-44
45-54
55-64
65 and above
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How would you describe your organisation's structure?* This field is required.Section 1: Organisational Context
Flat structure (very few management layers)
Some management layers, but still easy to navigate
Many management layers (5 or more layers)
Too many layers, slowing decision-making
Unsure
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Our current organisational structure supports a positive employee experience* This field is required.Section 1: Organisational Context
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
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If you would like to elaborate, how does the organisational structure support or hinder employee experience in your organisation?Section 1: Organisational Context
Huge
Large
Normal
Small
Ok
Ok
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We have a clearly defined Employee Experience (EX) strategy.* This field is required.Section 2: Leadership & Culture
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
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Our EX-strategy is aligned to business strategy.* This field is required.Section 2: Leadership & Culture
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
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Managers are held accountable for employee experience outcomes.* This field is required.Section 2: Leadership & Culture
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
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Survey results lead to structured action plans that are tracked to completion.* This field is required.Section 2: Leadership & Culture
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
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Select up to three of the most critical leadership competencies needed in today’s workplace.* This field is required.Section 2: Leadership & Culture
Emotional Intelligence
Leading Change
Digital Literacy
Building Collaborative Relationships
Strategic Thinking
Ethical Leadership
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Leaders in our organisation are authentic about creating a positive employee experience.* This field is required.Section 2: Leadership & Culture
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
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Employees in our organisation are enabled to deliver with access to the right tools.* This field is required.Section 2: Leadership & Culture
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
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Employees in our organisation are enabled to deliver with access to the right information.* This field is required.Section 2: Leadership & Culture
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
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In our organisation, teams work effectively across departmental boundaries.* This field is required.Section 2: Leadership & Culture
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
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There is a strong sense of belonging in our organisation.* This field is required.Section 2: Leadership & Culture
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
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Employees can speak freely without fear of victimisation.* This field is required.Section 2: Leadership & Culture
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
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Employees can take risks without fear of negative consequences to their careers.* This field is required.Section 2: Leadership & Culture
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
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How is the HR function primarily perceived within your organisation?* This field is required.Section 3: HR's Role & People Practices
Strategic business partner and performance enabler
Driver of culture and employee experience
Operational excellence and compliance function
Policy enforcement and risk management
Administrative support service
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Our organisation has a formalised Diversity, Equity, Inclusion & Belonging (DEIB) policy.* This field is required.Section 3: HR's Role & People Practices
Yes
No
Unsure
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Leaders are committed and supportive of DEIB initiatives.* This field is required.Section 3: HR's Role & People Practices
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
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Our onboarding process ensures new employees reach high productivity quickly.* This field is required.Section 3: HR's Role & People Practices
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
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Our onboarding process is supported by simple, easy-to-use technology.* This field is required.Section 3: HR's Role & People Practices
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
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We have a clearly articulated competency framework in place.* This field is required.Section 3: HR's Role & People Practices
Yes
No
Unsure
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Our organisation has clearly defined career paths accessible to employees.* This field is required.Section 3: HR's Role & People Practices
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
33
Our organisation has adopted a total rewards approach.* This field is required.Section 3: HR's Role & People Practices
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
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Our organisation has a grading structure supported by job evaluation.* This field is required.Section 3: HR's Role & People Practices
Yes
No
Unsure
35
How often are grades reviewed?* This field is required.Section 3: HR's Role & People Practices
Every 1 - 3 years
Every 3 - 5 years
More than every 5 years
Never
36
We measure employee engagement.* This field is required.Section 3: HR's Role & People Practices
Yes
No
Unsure
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Leaders actively work with engagement survey results.* This field is required.Section 3: HR's Role & People Practices
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
38
We deploy multi-rater (360-degree) feedback to measure behaviour.* This field is required.Section 3: HR's Role & People Practices
Yes
No
Unsure
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Does 360-degree feedback impact final performance scores?* This field is required.Section 3: HR's Role & People Practices
Yes
No
Unsure
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Performance management is supported by simple, user-friendly technology.* This field is required.Section 3: HR's Role & People Practices
Yes
No
Unsure
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We gather employee experience data at key lifecycle moments (e.g., onboarding, development, exit).* This field is required.Section 4: People Metrics, Data & AI
Yes
No
Unsure
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How would you rate your HR analytics maturity?* This field is required.Section 4: People Metrics, Data & AI
Basic reporting
Dashboard and trend analysis
Predictive analytics
AI-enabled insights
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Has HR formally adopted AI tools (e.g., generative AI)?* This field is required.Section 4: People Metrics, Data & AI
Yes
No
Unsure
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How is AI currently being used in HR in your organisation (select all that apply)?* This field is required.Section 4: People Metrics, Data & AI
Large language models or generative AI tools (e.g., used for drafting HR documents, policies, communications, job descriptions, or HR analysis)
AI embedded in recruitment and talent acquisition platforms (e.g., CV screening, candidate matching, interview scheduling, chatbot screening)
AI embedded in learning or learning management systems (LMS) (e.g., personalised learning recommendations, AI tutors, content generation)
AI embedded in talent management or performance systems (e.g., performance insights, skills mapping, career pathing)
AI used for HR analytics and workforce insights (e.g., predictive attrition, workforce planning, engagement analysis)
AI-powered employee service tools (e.g., HR chatbots, virtual assistants for HR queries)
AI used for HR process automation (e.g., onboarding workflows, document processing, policy queries)
AI used for employee listening or sentiment analysis (e.g., survey text analysis, feedback monitoring)
Other AI use cases in HR
Unsure
45
Does your organisation have an AI governance policy in place?* This field is required.Section 4: People Metrics, Data & AI
Yes
No
Unsure
46
I am confident that AI tools used in HR are fair, unbiased and ethically governed.* This field is required.Section 4: People Metrics, Data & AI
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
47
What is your biggest concern regarding AI use in HR? (select up to 2)* This field is required.Section 4: People Metrics, Data & AI
Data privacy
Bias and discrimination
Lack of internal capability
Over-reliance on automation
Job displacement
Regulatory compliance
No major concerns
48
Our organisation is culturally ready to embrace AI-driven ways of working.* This field is required.Section 4: People Metrics, Data & AI
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
49
What has the impact of AI been on the employee experience.* This field is required.Section 4: People Metrics, Data & AI
AI has significantly improved EX
AI has moderately improved EX
AI has had no impact on EX
AI has had a negative impact on EX
Unsure
50
HR in our organisation has the digital and data skills required for the AI era.* This field is required.Section 4: People Metrics, Data & AI
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
51
AI will significantly reshape how HR delivers value in our organisation over the next three years.* This field is required.Section 4: People Metrics, Data & AI
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
52
Has your organisation made a financial investment in AI tools for HR in the past 24 months?* This field is required.Section 4: People Metrics, Data & AI
Yes
No
Unsure
53
AI investment in HR is viewed primarily as:Section 4: People Metrics, Data & AI
A cost-saving initiative
A productivity enabler
An employee experience enhancer
A source of strategic competitive advantage
Experimental or innovation-led
Unclear
54
Data in HR is primarily used to enhance employee experience, not only for reporting.* This field is required.Section 4: People Metrics, Data & AI
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
55
Our organisation is culturally ready to embrace AI-driven ways of working.* This field is required.Section 4: People Metrics, Data & AI
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
56
AI will significantly reshape how HR delivers value in the next three years in our organisation.* This field is required.Section 4: People Metrics, Data & AI
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
57
Thank you for your valuable time.

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