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Short answer: Workday’s Work Insights Agent, built in Sana, analyzes employee-approved connections to work systems, infers the tasks a person performs, and asks that employee to validate the result. The validated profile can include tasks, time, AI opportunities, goals, and prompts. Workday describes this workflow in an account of its own internal use; that account does not establish general customer availability, retention rules, detailed access controls, or the agent’s complete inference logic.
What Workday calls work intelligence
In Workday’s published account, “work intelligence” refers to an internal workflow using the Work Insights Agent in Sana. The agent is intended to turn a worker’s digital activity into a practical description of the work they actually perform, rather than relying only on a job title or a manager-written job description.
The workflow has three distinct stages:
- Connect approved work systems. The agent reviews information from connections an employee has approved, such as email, meetings, documents, workflow applications and calendars.
- Infer a task list. It identifies recurring activities and organizes them into a proposed profile.
- Let the employee validate it. The employee reviews the proposal in a short conversation, correcting or confirming what the agent found.
After validation, Workday says the employee receives a shareable Work Insights Profile. The profile summarizes tasks, estimated time, possible AI opportunities, goals and ready-to-use prompts. Validated task information is also described as flowing to Workday’s work-intelligence team for role modernization, workforce insights and capacity planning.
That description is a company-reported internal use case, not proof that every Workday customer can activate the same agent. Organizations should confirm availability, licensing, deployment region and required controls directly with Workday before treating it as a purchasable feature.
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Which data sources can feed the Work Insights Agent?
The account describes employee-approved connections to the systems where work happens. Examples include:
- Email and calendar activity
- Meetings and related documents
- Workflow and project systems such as Salesforce, GitHub and Jira
Workday says Sana has prebuilt connectors to 21 systems and names Outlook, Google, Slack, Zoom and Workday among the examples. No complete, dated connector inventory is supplied, so the examples should not be treated as a permanent list. Connector names, supported objects and regional availability can change; verify the current catalog and permissions model for your tenant.
“Employee-approved” describes the consent path in the account, but it does not answer every governance question. The published description does not specify retention periods, the exact fields read from each connector, how deletions propagate, or which administrators can inspect an individual profile. Those details need to be established in your organization’s implementation and contract documentation.
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How the task-insight conversation works
1. The agent observes work signals
Signals can include messages, meetings, documents, calendar events and activity in connected workflow tools. The purpose is to find repeated work patterns that may be invisible in a static role definition. A calendar entry alone is not necessarily a task; the system combines signals to propose activities for review.
2. The employee checks the proposed tasks
The employee conducts a short conversational review. They can validate what is accurate and correct what is incomplete or misleading. This human checkpoint matters because digital activity is an imperfect proxy: a meeting may be exploratory, a document may be read rather than authored, and a workflow record may not show the surrounding context.
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3. A shareable profile is produced
The resulting profile is described as containing the person’s tasks, time, AI opportunities, goals and prompts. “Shareable” indicates that the profile is designed for collaboration, but the account does not define the default audience or whether sharing is optional, automatic or administrator-controlled.
4. Validated information supports workforce planning
Workday says validated task data helps its work-intelligence team study role modernization, workforce insights and capacity planning. That is a planning use, not a guarantee that the system makes employment decisions or automatically redesigns jobs.
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In a 2026 Workday account about its own employees, 84% rated the agent’s task capture “extremely accurate.” Ninety-three percent gave the conversational review the same rating, and 64% believed the agent would significantly change their daily work.
These figures have important qualifications:
- They are reported by Workday about Workday employees.
- The account does not state the sample size, survey instrument, response rate or analysis method.
- They are not independent validation and should not be treated as representative of another employer’s workforce.
Carl Adams, Principal, Business Intelligence at Workday, described the approach this way: “Sana is the perfect tool for Workmates to filter their digital exhaust into accurate task profiles, validate those profiles, and collaborate in modernizing those tasks—all in one single agentic experience.” The statement explains the intended experience; it does not supply a technical accuracy benchmark.
How Work Insights differs from People Analytics and Prism Analytics
Workday documents three different purposes. Confusing them can lead to incorrect assumptions about data flow, permissions or results.
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| Capability | Primary question | Data path | Configuration or availability considerations |
|---|---|---|---|
| Work Insights Agent in Sana | What tasks does an employee actually perform, and where might AI help? | Employee-approved connections to work systems, followed by conversational validation. | Workday’s account describes internal use; general customer availability, retention and detailed access controls are not established there. |
| People Analytics | What workforce patterns appear in configured topics and metrics? | Configured Workday worker data, fields, populations, fiscal schedules and metrics. | Topics depend on subscriptions and configuration; history and population size affect analysis. |
| Prism Analytics | How can external data be brought together with Workday data? | External files or APIs are ingested, transformed and blended with Workday transactional data. | Refreshes may be ad hoc or scheduled; access is governed by Workday’s security framework. |
The reviewed descriptions do not say that Prism Analytics supplies the Work Insights Agent’s inputs. Treat the products as separate unless Workday documents a specific integration for your edition.
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People Analytics: data requirements and practical limits
Topics and subscriptions
People Analytics can cover workforce composition, organization composition, retention and attrition, hiring, talent and performance, skills and, for eligible customers, employee sentiment. Worker topics and skills require the HCM SKU. Hiring requires Workday Recruiting. Employee sentiment requires Workday Peakon Employee Voice and opt-in to the VIBE Index. A tenant without the relevant subscription will not see every topic described in general product material.
Fields and populations are part of the analysis
Customers choose fields, worker populations, fiscal schedules and metrics. Workday warns that mapped field choices affect how insights are created and their quality. A reorganization, changed supervisory hierarchy or differently coded job field can therefore alter the analysis even when the underlying employees have not changed.
History, scale and cardinality
- At least four months of transactional worker data is required.
- Customers can load between four and 36 months of history.
- Year-over-year analysis requires at least 14 months.
- The application analyzes up to 400,000 employees; Workday recommends contacting Support above that limit.
- High-cardinality fields can increase computation time, while very small populations may produce less meaningful insights.
These are People Analytics requirements and limits. They should not be presented as limits of the Work Insights Agent.
How Storyteller creates focus insights
People Analytics uses Storyteller to group data into views across dimensions. It removes views with no data or insufficient statistical significance, connects related views, assesses significance and surfaces the most significant findings as focus insights.
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Trend analysis
A trend compares the current month with historical performance. The result depends on the configured metric, date range and available history.
Gap analysis
A gap compares current performance with another organizational area or with the company as a whole. The comparison group and population definition affect what the gap means.
Why an insight can change
Insights are recalculated when Storyteller runs. A refreshed data set, a configuration change or an updated algorithm can change which findings appear. Workday says comparisons are weighted by population size to reduce the influence of very large percentage changes in tiny groups. Some workforce metrics have no universally “good” direction, so a trend may be shown in a neutral color rather than labeled positive or negative.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.What data can Prism Analytics ingest?
Prism Analytics is documented as a data hub for external information. It can ingest data through APIs, SFTP or browser-based file uploads, then blend that data with Workday transactional data through configurable transformation pipelines.
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When planning a Prism pipeline, define the source owner, update frequency, transformation rules, error handling and access groups before loading data. A successful upload is not the same as a validated metric: reconcile record counts, keys, dates and organizational mappings after each major transformation.
Custom Workday reporting constraints that are easy to confuse with work intelligence
Workday’s reporting guidance says the selected data source determines which fields are available and is the largest factor in report performance. Use the smallest source that returns the business-object instances you actually need. Also confirm that the intended audience can access both the source and the fields, and consider the report’s execution context.
Dashboard worklets can time out after 30 seconds. Workday advises avoiding sources marked “Do Not Use,” because they may have been retired. These are custom-reporting considerations, not documented restrictions on the Work Insights Agent, People Analytics or Prism pipelines.
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The available Workday account leaves several material questions open:
- Customer availability: It does not establish that the Work Insights Agent is generally available to customers, nor does it identify editions, regions or licensing requirements.
- Retention: No retention period is stated for source activity, inferred tasks, conversation transcripts or profiles.
- Access control: The account does not describe administrator roles, employee visibility, sharing defaults, audit logs or export controls for profiles.
- Inference logic: Workday does not publish the complete model behavior, confidence thresholds, treatment of conflicting signals or correction process after validation.
- Connector scope: The 21-system statement includes examples but not a complete, dated inventory of supported objects and permissions.
- Evidence quality: The reported accuracy percentages lack sample-size and methodology details.
Do not fill these gaps by borrowing policies from People Analytics or Prism documentation. Those products have different data paths and configuration models.
Which capability fits a particular question?
- Choose the Work Insights Agent concept when the question is employee-level: “Which tasks occupy this person’s time, and which could be modernized?” Require an explicit review of availability, consent, retention and profile-sharing controls.
- Choose People Analytics when the question concerns configured workforce metrics such as attrition, hiring, skills or organization composition. Check subscriptions, field mappings, history and population size first.
- Choose Prism Analytics when the problem is combining external data with Workday transactions. Design the ingestion, transformation, refresh and security process before interpreting results.
- Use custom reporting when a governed report or dashboard is needed from Workday business objects. Select the narrowest suitable source and test runtime and audience access.
Implementation checklist for an evaluation
- Ask Workday whether the Work Insights Agent is available for your tenant, region and edition, and request the current connector list.
- Document which systems and data objects employees may approve, including calendar, message, document and workflow data.
- Define who can view, share, export, correct and delete a Work Insights Profile.
- Obtain written retention and deletion behavior for raw signals, inferred tasks, conversations and validated profiles.
- Pilot the employee validation conversation with representative roles, including jobs whose work is not primarily digital.
- Measure corrections and missing tasks during the pilot rather than relying only on a single “accuracy” rating.
- Keep People Analytics subscriptions, history requirements and field mappings separate from the agent evaluation.
- For Prism, test ingestion, transformations, refresh timing, reconciliation and security with a non-production data set.
- For custom reports, verify source choice, field access, execution context and dashboard runtime before broad release.
Bottom line
Workday’s Work Insights Agent is presented as an employee-approved, conversational way to turn activity across work systems into validated task profiles. Its most important boundary is evidentiary: the published account describes Workday’s internal use and does not prove broad customer availability or specify several operational safeguards. People Analytics and Prism Analytics are separate products with different inputs, limits and purposes, so a sound evaluation starts by identifying the question and then confirming the exact product, data path and governance terms that answer it.
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