# AI-Driven Feedback Systems, Digital Labour, and Silent Quitting: Transforming African Workplaces

arXiv: https://arxiv.org/abs/2609.16192 · HTML: https://mlsanity.com/paper/2609.16192/

## Key facts

- No citing papers in the map yet (data through 14 Oct 2026).
- Builds on 2 of its 96 references that are in the map.
- First posted on arXiv 14 Sep 2026.

## Builds on (most cited first, 2 of 2)

- [The relationship between trust in AI and trustworthy machine learning technologies](https://mlsanity.com/paper/1912.00782/) (2019)
- [Good Intentions, Bad Inventions: How Employees Judge Pervasive Technologies in the Workplace](https://mlsanity.com/paper/2210.06381/) (2022)

## Abstract (arXiv)

The current trend of digitalisation has revolutionised the organisation of work and the way it is measured and performed across the globe, with AI becoming more common for managing labour and performance, as well as employee communication. In African organisations, where there is increasing adoption of remote work, hybrid models of work, digital collaboration, and data-based HR management, the notion of silent quitting has become more relevant, defined as worker disengagement when employees are still doing their job but do not put any effort into achieving good performance and exhibiting any emotion. This paper investigates how AI-driven feedback mechanisms, including sentiment analysis systems, pulse surveys, chatbots, engagement dashboards, and predictive analytics, are changing African workplaces through offering continuous listening, instant performance information and proactive engagement with employees. The study also explores how AI can assist organisations in identifying early disengagement and enable intervention and better employee communication in both private and public sector organisations in Africa. At the same time, we address the challenges of socioeconomic development and governance posed by AI implementation in developing countries, including digital inequality, infrastructure shortcomings, privacy concerns, algorithmic bias, and the risk of workplace surveillance. By situating silent quitting within wider debates on digital labour and automation, the paper contributes an African-centred perspective to discussions on the future of work and offers practical recommendations for HR professionals, managers, policymakers, and technology developers seeking responsible, context-sensitive approaches to workplace transformation across the continent.