Automation anxiety: Why workers are questioning the future of their jobs

Nearly everyone feels at least a little uneasy about artificial intelligence. While the technology is helping millions of people become more productive, work faster and reclaim valuable time, those same advantages have sparked a wave of other concerns. The initial “all in” enthusiasm around AI is giving way to caution, as more workers question what widespread automation might mean for their own careers moving forward.

AI’s potential to reshape the workforce is profound. Even if it doesn’t eliminate entire industries, it’s certain to transform them—redefining roles, shifting skill requirements and altering how companies operate. For many, the question is no longer if AI will change their work but how soon and by how much.

Global workforce faces disruption with 92 million jobs at risk from AI by 2030

The data gives a glimpse of what’s ahead. The World Economic Forum has predicted that, by 2030, 92 million jobs may be displaced worldwide due to automation and AI advances. And the warning signs are already visible: 41% of employers say they anticipate workforce cuts over the next five years directly tied to AI integration—a share that’s only expected to grow as more organizations seek cost-saving, streamlined alternatives. 

Just this week, in a recent interview, the chair of the Federal Reserve, Jerome Powell, warned that job creation is slowing to worrisome levels, and opportunities for the unemployed are drying up in the AI age. Powell says the AI jobs apocalypse should not be ignored. Elon Musk, one of the original minds behind OpenAI and now leading Grok and X, has also argued that AI’s rise will eventually make traditional jobs obsolete, leaving people to work only for personal fulfillment rather than necessity.

Musk stands with many tech leaders who argue that models like universal basic income (UBI) will eventually be unavoidable. In their view, as AI systems outperform humans in most industries, UBI could become the foundation of a new economic model—one that decouples survival from employment and redefines value around creativity, learning and community rather than labor. 

Flywheel Studio founder Erik Goins: AI will reward those who use it

Erik Goins, founder of Flywheel Studio, says the first wave of AI disruption won’t necessarily target people in the “wrong” jobs—it will hit those who aren’t using AI at all. “Any job can be automated or optimized to some degree,” he explained, “but the professionals who learn to use AI as a productivity multiplier will remain the most valuable and competitive.”

Goins added that for most organizations, the issue isn’t simply whether AI can perform a job but whether someone else using AI can do it better. “If your peers are using AI to move faster, deliver stronger results, and manage more complex work, they’ll consistently outperform you,” he said. “Companies won’t have to replace you with AI—they’ll just reward the people who are already using it effectively.”

Upskilling for the future: Mastering AI tools and technologies

Professionals are exploring a variety of strategies to stay current with AI technologies, learning how to leverage the smart machines that are increasingly shaping our new world. Many are pursuing online courses, webinars and certifications to understand AI tools and their practical applications. From mastering the basics of machine learning to learning how to integrate AI into decision-making processes, workers are building skill sets that extend beyond their traditional roles.

Self-directed experimentation has become common. Employees are exploring AI platforms on their own, testing software that automates routine tasks, analyzes data or generates creative outputs. Engaging with AI tools allows workers to optimize workflows and make strategic decisions that position them for long-term success. 

Learning together and sharing knowledge has become just as important as mastering the tools themselves. By joining online forums, discussion groups and professional communities, workers are swapping insights, troubleshooting challenges and discovering new ways to bring AI into their daily routines. In a world where technology evolves faster than any single individual can keep pace, it’s the collective curiosity and culture of innovation that will determine who thrives.

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Superhuman suite unites four new tools for the modern knowledge worker

What’s new now: Grammarly has dropped its old identity and re-emerged as “Superhuman.” The idea, according to a post from CEO Shishir Mehrotra, is to transform its AI tools into something more practical—an upgraded version of Grammarly’s capabilities that makes daily work faster and more efficient. 

Under the new Superhuman banner, the company is rolling out a suite of four redesigned products to cover every corner of modern knowledge work: Grammarly’s trusted writing assistant, Coda’s all-in-one workspace, an intelligent inbox called Mail and a new addition: Superhuman Go.

Unlike other AI systems that stay separate from your day-to-day work, Superhuman sits right inside it. Built on Grammarly’s vast ecosystem and years of digital expertise, it’s been cleverly redesigned to understand your style and offer even better support. 

Superhuman Go: The AI assistant that knows your workflow before you do

Superhuman Go is the obvious standout in this new rebrand: an AI assistant built to jump in wherever you’re working. It acts like a quiet partner that anticipates what you need before you ask, pulling information from other apps, suggesting next steps and handling routine admin. Using a mix of in-house and third-party AI agents, it understands your work context, making it less about correcting mistakes and more about freeing up time.

When responding to a key customer email, for example, Go can draw on CRM data to provide account details, surface recent support tickets and help ensure messages strike the right tone. The aim is to give teams complete context and consistent polish wherever they write.

Go promises to ease much of the routine preparation and coordination that typically consumes time in the workplace. Before a one-to-one meeting, it can summarize previous discussions, flag unfinished tasks and highlight topics still to cover. When customer issues arise, Go can automatically compile the relevant details and file a bug report for engineers. And if an online chat drifts into a problem-solving session that needs real-time input, the assistant can identify when participants are free and schedule a meeting. 

In explaining the thinking behind the product, Noam Lovinsky, Superhuman’s chief product officer, said the goal was to build something genuinely useful. “We built Superhuman Go because we believe AI should reduce friction, not create it,” he said. “While other AI tools ask you to change how you work, Go learns how you work and meets you there. It’s the difference between having an AI tool you have to remember to use and having an AI partner that’s actively working with you.”

Half of workers now use AI tools to boost productivity in 2025

The truth is, Superhuman’s glossy new look lands in an already crowded market for all-in-one AI platforms. Over the past year, nearly every major digital tool has launched its own AI suite, following a surge in demand from professionals who’ve moved past their early doubts and now see real value in AI-powered support. Superhuman’s own research shows that more than half of workers are now using AI tools to boost productivity in 2025.

The task of setting itself apart is one Superhuman has pondered extensively. Of course, plenty of platforms already claim to “bring AI to your workflow,” from Notion and Microsoft 365 to ClickUp and Google Workspace. The difference, Superhuman argues, is in how deeply its new AI capabilities are embedded. Instead of layering smart features on top of existing apps, Superhuman wants its agents to live inside them, pulling context automatically, anticipating needs and taking action without endless prompting.

Grammarly’s rebrand signals a bigger AI ambition

For years, Grammarly helped millions write better, but its name carried limits: small fixes, emails, essays. Superhuman is different. It’s a platform designed to move beyond editing into context-aware productivity, blending AI into every corner of daily work.

The broader question for AI in the workplace is whether it can become invisible in the best sense: helping without demanding attention. Superhuman’s strategy, which combines context awareness, predictive actions and cross-application functionality, is an attempt to push that envelope. Rather than adding another interface or forcing workers to adapt to its logic, it seeks to merge with existing workflows, anticipating needs before they are expressed and smoothing over the friction points that make traditional productivity tools cumbersome.

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A pioneer in online market research, she sold her company, Online Testing Exchange, for a reported $80 million, becoming the first female chief executive of a top 25 research company. Today, she’s dedicating her “leadership legacy” to rewriting the rules of the workplace so everyone can thrive. Redefining what it means to lead, she tackles taboo topics, champions conscious leadership and proves that equality isn’t just a conversation—it’s a commitment to action.

Q&A with Shelley Zalis

SUCCESS®: From being the “only” woman in the room to building The FQ Lounge, what key moments sparked your shift from personal success to systemic change?

Shelley Zalis: I was the only female CEO among the top 25 market research firms. It wasn’t just isolating—it was a wake-up call. Instead of letting it hold me back, I used it as fuel. I pioneered online research, but success alone wasn’t enough if women in business were still seen as the exception, not the norm. After selling my company, I realized I had a bigger mission: to build the community of support I never had. Why should women have to work twice as hard to succeed in a system never designed for them? Instead of fitting into the old rules, I decided to rewrite them. That’s why I created The Female Quotient—to change the equation and build workplaces where everyone belongs, thrives and leads.

S: What were the biggest challenges in building The Female Quotient, and how did you overcome them?

SZ: Breaking into male-dominated spaces wasn’t easy. After selling my company, I joined a board—23 men, two women—and watched as they discussed my employees like chess pieces. When I teared up, I was told, “There’s no room for emotion in the boardroom.” My heart knew that was wrong. That moment fueled my mission: to champion empathy in leadership. Because compassion and care aren’t weaknesses—they are the most essential leadership skills. 

When I was invited to the World Economic Forum, the message was clear: “You might not feel welcome.” My head said, Why go? My heart said, You must. So, I created The FQ Lounge—a space where women are seen, valued and equal. Today, our lounge is a must-visit destination in Davos [Switzerland] and conferences around the world, proving that when women have a seat at the table, we don’t just join the conversation—we change it.

S: What does true workplace equality look like, and how can businesses make real change?

SZ: Equality isn’t a dream—it’s a decision. Companies that lead in equality don’t just talk about it—they take action. It’s not about optics; it’s about business strategy. If your workforce—especially your leadership—doesn’t reflect the customers you serve, you’ll fall behind in innovation, product design and talent engagement.

• Ensure equal opportunity. To attract and retain the best talent, companies must build workplaces that truly represent their customer base.

• Treasure what you measure. Track pay equity, promotions and representation—not for compliance but for accountability. Fair and equal treatment must be a nonnegotiable.

• Don’t fix women—fix the system. The workplace was designed for a different era. It’s time to redesign it for today’s workforce.

• Redefine leadership. Leadership isn’t about gender—it’s about conscious leadership. The best leaders prioritize inclusivity, innovation and impact.

• Create a culture of belonging. Employees must feel seen, heard and valued—not just included, but truly respected.

This isn’t just the right thing to do—it’s a smart business [decision]. The most successful companies aren’t waiting for change. They’re choosing to make it happen.

S: How do you balance immediate impact with long-term legacy?

SZ: I don’t wait and watch for change—I make it happen. Legacy isn’t about what you leave behind—it’s about what you create every day. Through The FQ Lounge, we bring conscious leaders together to turn conversations into real action.

But here’s the reality:

• The World Economic Forum predicts it will take 134 years to close the gender gap. But why should it take that long?

• We created the internet in 25 years.

• We sent men to the moon in 10.

• We developed a COVID vaccine in one.

Gender equality is the only UN Global Goal that a Fortune 500 CEO can achieve within their leadership tenure. They can’t fix climate change or end world hunger overnight—but they can close the gender gap in their workforce. With prioritization and a moon shot mindset, we don’t need 134 years. We can flip it in five.

S: What’s next for The Female Quotient, and what do you hope the world will remember most about your contributions to equality?

SZ: We’re just getting started. The FQ is focused on three key areas:

• FQ Lounge—Bringing conscious leaders together across 30 industries, from tech and finance to sports and entertainment.

• FQ Media—What started as content and social media has exploded into a 6-million-strong community, making us one of the fastest-growing media businesses today.

• Transformation advisory—Partnering with Fortune 500 companies to build conscious leadership and embed equality into business strategy.

The legacy I want to leave is simple: a world where equality isn’t a goal—it’s a reality. Until then, we keep pushing forward.

S: For those striving to leave their own legacy, what advice do you have?

SZ:

• Know your “why.” Purpose is your North Star.

• Take action. Don’t wait for permission—own your power.

• Find your pack. Community fuels change.

• Use your voice. The most powerful tool you have is speaking up. Let’s stop waiting. Let’s start leading.

This interview has been edited for length and clarity. Photo courtesy of Shelley Zalis.

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What is superintelligence?

In simple terms, superintelligence refers to an artificial intelligence that’s smarter than humans. Not just a little bit smarter—but way beyond our best scientists, artists or strategists across the globe. It’s the idea of AI that can outperform us in basically every intellectual task: reasoning, creativity, planning, even understanding emotions and human behavior.

Currently, we’re still in the “narrow AI” stage, with systems that excel in specific tasks, such as generating text, recognizing images or playing chess. Superintelligence, on the other hand, would be the next leap, a kind of AI that could improve itself, design better versions of itself and rapidly surpass human intelligence.

It’s both exciting and a little scary. On the one hand, a superintelligent AI could solve massive global problems, such as disease, climate change and energy shortages. On the other, if it isn’t aligned with human values or goals, it could make decisions that aren’t exactly in our best interest. That’s why so much of today’s AI research isn’t just about making systems smarter, but also safer.

Lately, the conversation around superintelligence has gone from futuristic speculation to a serious global debate. Just recently, hundreds of public figures, including Apple co-founder Steve Wozniak and Virgin’s Richard Branson, signed an open letter urging a ban on the development of AI that could reach or exceed human-level intelligence. Their concern isn’t about today’s chatbots or image generators, but about what comes next: systems that could act autonomously, rewrite their own code and make decisions with real-world consequences faster than we could ever understand or control.

Why global experts are sounding the alarm on unchecked AI progress

The letter warns that unchecked progress toward superintelligence could lead to systems capable of acting autonomously, making decisions with real-world consequences (financial, political, even existential) at speeds no human could match. 

Oxford philosopher Nick Bostrom, author of Superintelligence: Paths, Dangers, Strategies, has long cautioned that once artificial intelligence reaches human-level general intelligence, it could quickly outpace us, leaving humanity’s future in the hands of a system whose goals might not align with our own. Alongside him in this fight against an entirely AI-free market is Geoffrey Hinton, often called the “Godfather of AI.”

Hinton, who helped pioneer the neural networks that underpin modern AI systems, made headlines when he resigned from Google in 2023 to speak more freely about the risks of the technology he helped create. In interviews, Hinton has warned that as AI systems continue to learn and evolve, they could soon develop their own forms of reasoning, ones that we neither understand nor can fully predict. 

The Nobel Prize-winning scientist is so concerned about the pace of AI development that he has previously warned there’s a 10%-20% chance AI could wipe out humans altogether. This year has already produced alarming examples of AI systems willing to deceive, cheat and even steal to meet their objectives. In one famous case this May, an AI model tried to blackmail an Anthropic engineer over an affair it had discovered in an email in a concerning effort to avoid being replaced.

How self-improving AI might outpace humans soon

Today’s AI models, like the ones that power chatbots or image generators, are trained on massive amounts of data. They learn by recognizing patterns, billions of them, and then predicting what should come next. The more data and computing power we throw at them, the better they get. Once an AI system can start improving itself, like writing its own code, refining its algorithms and optimizing its hardware use, it enters a recursive self-improvement loop. That’s the real tipping point.

In this loop, every upgrade the AI makes allows it to learn even faster, which leads to even better upgrades, a cycle that could quickly spiral beyond human understanding. Imagine teaching a student who becomes smart enough to rewrite the textbook and invent new subjects overnight. That’s what researchers mean when they talk about an impending intelligence explosion. Once that feedback loop starts, the AI could leap from human-level intelligence to something vastly more powerful rather quickly. 

Tech icons and celebrities unite over AI safety concerns

The call to halt superintelligence development has drawn support from a remarkably diverse coalition. Alongside top tech minds like renowned computer scientists Yoshua Bengio and Stuart Russell, the list includes several prominent academics, ethicists and cultural figures, all concerned about the rapid pace of AI advancement. Former military and national security officials, such as Admiral Mike Mullen and Susan Rice, also added their voices. Even well-known public figures from entertainment, including Prince Harry, Meghan Markle, Joseph Gordon‑Levitt, and will.i.am, signed on. 

The race to develop ever-smarter AI isn’t a mere technological challenge; it’s also a strategic one. Companies that ignore the ethical, safety and regulatory dimensions risk not only reputational damage but potentially catastrophic operational consequences if superintelligent systems evolve beyond human oversight. At the same time, those who invest in safe, aligned AI development stand to shape the future in ways that are both responsible and incredibly profitable.

Photo by Anton Gvozdikov/Shutterstock

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The women breaking the glass ceiling in tech leadership

The summit featured several women from Fortune’s 2025 Most Powerful Women in Business list, including Tan Su Shan, CEO of DBS Group Holdings; Beth Ford, CEO of Land O’Lakes; Dame Emma Walmsley, CEO of GSK; and Corie Barry, CEO of Best Buy. United in purpose, they shared insights and strategies to propel society forward while championing women at the forefront of tech innovation.

Women remain underrepresented in tech, making up only 22% of AI talent worldwide, and holding fewer than 14% of senior executive roles. Yet change-makers are stepping up, driving AI progress to be smarter, fairer and more accessible for everyone.

At this year’s summit, Tan Su Shan and Beth Ford stood out not just for their leadership but for their vision of what the future of business should look like. Su Shan, the first woman to helm DBS Bank, is steering Southeast Asia’s largest lender into the AI era with a clear purpose: to build a “gen AI-enabled bank with a heart.” Under her leadership, DBS has developed approximately 1,300–1,600 AI models, generating an estimated $580 million in economic value in 2024, with projections of $850–$920 million for 2025.

Beth Ford, CEO of Land O’Lakes, is an equally forward-thinking rising star. She leads a company that recently launched a campaign promoting the future of agriculture as being “rooted in tomorrow.” Ford is a vocal advocate for the role of technology in enhancing agricultural productivity and ensuring food security. She has highlighted the challenges facing American farmers, including labor shortages and policy uncertainties, and has called for policies to help stabilize the farm economy.

These women aren’t just breaking barriers; they’re redefining the rules of the game, ensuring that AI serves people, not just profits.

Fortune notes that discussions around judgment and personal ingenuity came up again and again at the event. “I don’t think that we are thoughtfully enough educating people about how to be good at judgment,” Aashna Kircher, group general manager in the office of the CHRO at Workday, said at the event.

Developing skills that machines can’t replace

Kircher added, “That’s a step that we will have to take as a civilization, honestly, in the next three to five years: how do we retain decision making and judgment in certain situations? Because you can hold somebody accountable, but if all they’re doing is pressing a button and saying yes, then they’re not actually applying judgment.”

The rise of AI is changing the very nature of work and decision-making, creating a world where speed and scale often outpace human judgment. As algorithms and automation take on more routine tasks, the need for thoughtful discernment has never been greater. It’s no longer enough to simply follow protocols; leaders and teams must understand context, weigh trade-offs and apply ethical reasoning in ways that machines can’t replicate. 

In an era where AI can generate options at lightning speed, humans are called on to innovate, question assumptions and bring nuance to complex problems. The technology is powerful, but without individuals capable of applying insight and foresight, decisions risk being superficial or even harmful.

Experts across artificial intelligence and technology, at the forefront of innovation that is transforming the job market, are increasingly warning graduates and professionals: start familiarizing yourself with AI now. The rapid pace of technological change, they say, is creating new opportunities while rendering outdated skills obsolete at an unprecedented rate.

Industry leaders keep sending the same message: staying ahead in your career now requires AI literacy. Professionals are taking note. Across industries, people are enrolling in AI training programs—whether through online courses, hands-on workshops or company-led initiatives—to learn how to apply AI in daily work, make more informed decisions and drive innovation. 

A 2024 survey found that 51% of workers had participated in job-related training in the past year, with 24% of those courses focusing on AI skills, according to Pew Research Center. According to a global workforce report from the Adecco Group, 70% of workers have begun to use AI-based tools in the workplace.

Get hands-on with AI: Build skills that matter

There’s a reason many are getting their hands dirty with AI platforms now, joining data challenges or collaborating on real projects just to build real-world skills. Their goal is to stay ahead of the curve, remain adaptable and ensure they thrive in a world increasingly shaped by intelligent technologies by becoming familiar now. 

But why does judgment keep surfacing as the defining skill? In a world where AI can analyze data, generate insights and even draft complex documents, it is human discernment that will distinguish the exceptional from the merely competent. The best professionals will not only understand how to deploy AI tools, they will know when to trust them, when to challenge them and how to interpret their outputs within the broader context of their mission. 

As Bijal Shah, CEO of Guild, also said at the summit this week, “What I think matters at the end of the day is that people have a really good foundation in math and a really good foundation in reading comprehension—and the best way to do that is to further your education.” While much of the conversation around AI focuses on how it will transform, disrupt or even eliminate some work roles, the truth is, that a mind capable of solving problems, interpreting text and mastering the foundational skills will always be irreplaceable. Ground yourself in the fundamentals and you’ll navigate change with confidence. 

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Entrepreneur Kareen Walsh has found a way to make this fantasy a reality—with help from artificial intelligence. In fall 2024, Walsh released Hey Kareen®, an AI-powered mobile app that allows her business coaching clients to tap into her expertise anytime, anywhere, even when she’s busy.

“Creating an AI clone of my business coaching methods and content has been so freeing,” she says. “I have made it possible for my community to have me in their pocket, providing on-demand guidance anytime they need it.”

Coaching others to success

After rising through the ranks at financial services technology firms in her 20s, Walsh decided to strike out on her own and launch a consultancy. “I worked for different companies helping them deliver complex tech platforms and bringing agile practices,” she says.

Over the last decade, she’s grown her company, Revampologist, to become a seven-figure business with a team of consultants. During that time, she also discovered her true passion: coaching and guiding others. “I feel like it’s my calling,” she says. “I feel like I was meant to be a conduit to help other people achieve what they want out of life and business.”

More specifically, she’s focused most of her coaching work on entrepreneurs—people who’ve willingly chosen to take risks, follow their passions and build something new. Walsh can help founders crystallize their visions, serve as a sounding board, offer support during crisis moments and more. “When I get those aha moments while working with my clients and helping them discover why they’ve been blocked or why something’s not working or even how to move forward to the next thing, it is just life-giving—I could do that all day,” Walsh says.

Scaling the business with AI

Walsh gets to know most of her clients through initial two-day immersive sessions. From there, she offers ongoing coaching and support via phone, email or video chats. When Walsh started thinking about how best to scale her coaching practice, she realized her time was the biggest factor limiting her business’s growth. She knew she didn’t want to work more hours or extend her capacity. And while she briefly considered hiring other coaches, she ultimately decided that clients wanted to work with her—not someone she’d trained to be like her.

Faced with this conundrum, she relied on her deep background in technology to provide an answer. Working with a team of experts, she bootstrapped a project that leveraged two existing software-as-a-service platforms, along with her own “intellectual property,” to create an AI clone of herself.

Roughly six months later, Hey Kareen® was available for download from the Apple Store and Google Play. The app includes daily journal prompts for entrepreneurs, workbooks, podcast episodes, resources, articles and videos. Premium subscribers can also submit questions and get real-time answers from Walsh’s AI clone.

The app’s answers are surprisingly accurate. “I’ve had friends test it for me,” she says. “They’d ask me the questions directly, and I’d answer them in a text message. Then, they would go into the app and ask my AI the questions. They’re like, ‘Oh my gosh, it sounds just like you; she said almost the exact same words you said.’”

Accessibility and building a legacy

The first time Walsh tested the app herself, happy tears filled her eyes—for two reasons. First, her clients can now access her acumen and knowledge whenever they need it. Second, she realized the app is her legacy. “[The AI clone] can go on and keep doing this way past the time I’m even interested in doing it anymore,” she says. “I’m not the one fully responsible anymore, feeling like I’m leaving anything on the table. It’s all right there, forever.”

More broadly, she believes the app is an example of what happens when business leaders and entrepreneurs embrace technology, rather than fear it. “It’s really important to understand how to leverage the different platforms coming up and also take advantage of the efficiencies they can create for you,” she says. “Efficiency with our time is so critical. It’s what’s required so you can spend the time on the things that light you up—that’s the freedom that AI has given me.” 

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Photo by Kaitlyn Casso

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Apple’s new Vision Pro transforms your workday into a virtual experience

The new Vision Pro is Apple’s strongest push yet to make spatial computing practical for real work. Powered by a new M5 chip, the headset runs faster, cooler and more efficiently, meaning smoother multitasking when you’ve got multiple virtual screens floating around you. 

Apple’s new M5 chip isn’t just powering the Vision Pro, it’s also the heart of several other cutting-edge devices in the company’s lineup this year. From the latest MacBook Pro to select iMac models, the M5 delivers faster performance and better energy efficiency, making multitasking and creative work smoother than ever. 

The new Vision Pro’s displays are sharper too, with richer color and better text clarity, crucial for anyone staring at documents or design software all day. The M5 chip significantly enhances the Vision Pro’s visual fidelity, driving 10% more pixels across its custom micro-OLED panels for noticeably sharper text, finer detail and overall improved clarity compared to the earlier model. Even the fit has been fine-tuned: A redesigned Dual Knit Band makes it lighter and more comfortable for longer sessions, addressing one of the biggest complaints about the original model. 

Control apps effortlessly with Vision Pro eye tracking and gestures

Apple’s latest visionOS turns the Vision Pro into something closer to a digital command center. It lets you expand your Mac into a virtual workspace, control apps with just your gaze and gestures and connect the accessories you already use. Focus modes mute distractions, and spatial widgets position your reminders and messages right in your line of sight, creating a cleaner, calmer way to work.

You can arrange multiple apps side by side, resize them with a simple pinch and move them anywhere in your field of view, whether you’re working up close or creating a wide, panoramic setup. With the new visionOS 26 interface, you can bring 3D models into your projects, review them in real scale and interact naturally using gestures. For designers, engineers and creators, the Vision Pro unlocks the ability to bring projects off the screen and into the real world, where ideas can be visualized and refined. 

Work, collaborate and multitask remotely with virtual monitors

Apple says the new Vision Pro marks a major leap forward in performance and experience. “With the breakthrough performance of M5, the latest Apple Vision Pro delivers faster performance, sharper details throughout the system, and even more battery life, setting a new standard for what’s possible in spatial computing,” said Bob Borchers, Apple’s vice president of Worldwide Product Marketing this week. “Paired with the comfortable Dual Knit Band, innovative features in visionOS 26, and all-new Apple Immersive experiences spanning adventure, documentary, music, and sports, spatial computing is even more capable, entertaining, and magical with the new Vision Pro.” 

With a single charge, the upgraded battery provides up to 2.5 hours of general use and up to three hours of video playback, ensuring that you can power through long meetings, extended work sessions or collaborative virtual projects without constantly worrying about recharging. This makes the Vision Pro ideal for professionals who rely on uninterrupted focus, for students attending back-to-back lectures or for anyone who wants to enjoy immersive media on the go without interruption.

With more companies experimenting with hybrid and remote work, employees are looking for ways to focus, collaborate and multitask without being tied to a physical office. Devices like the Vision Pro let users create a distraction-free workspace anywhere, complete with virtual monitors, immersive collaboration tools and at least the feeling of being in an office with others. 

Hardware and software advances are making these headsets more practical for everyday work. Faster processors, lighter designs, higher-resolution displays and intuitive controls mean you can now spend hours in a headset without discomfort or losing focus. 

Freedom and flexibility: Employee benefits of spatial computing

According to a 2022 study by multinational professional services firm PricewaterhouseCoopers, more than 500 U.S. companies reported they had either implemented VR into their operations or were in the process of doing so. While the practical benefits aren’t guaranteed for all, many companies are still investing and imagining a future where virtual workspaces could be a standard part of everyday business. These firms are investing in technology that gives employees more freedom and the opportunity to experiment with tools designed to simplify work—such as VR headsets for virtual meetings, immersive training simulations and 3D design collaboration.

For employees who thrive on visual multitasking or simply the ability to escape the distractions of a coffee shop or home environment, spatial computing could become a powerful tool, if not a replacement, for the traditional desk. Whether it becomes standard practice or remains a niche solution will depend on how easily businesses and workers adapt to this promising new, boundaryless way of working.

Photo from apple.com

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As of 2024, 93.5% of fathers were employed or looking for work, as well as 74% of mothers, according to the U.S. Bureau of Labor Statistics. Over decades, societal shifts and economic pressures have flipped the script on the stay-at-home mom or one-working-parent household. This means that now, working moms and dads are in need of flexibility and benefits. In addition, they need a caring business community that normalizes the realities of parenting—like sick days and afternoon pick-ups—without guilt or stigma. 

From a human angle, supporting working parents is the moral and compassionate thing to do. But business-minded leaders should also recognize that empowering employees through family-friendly policies benefits the company. It can boost retention, engagement and productivity. This lays the foundation for a stronger, more successful workforce. 

How Employers Can Support Working Parents Today

Real-life working parents shared the largest hurdles they’ve had to overcome in interviews with TSL Media Group. Financial strain from child care and other expenses was just the tip of the iceberg. These mothers and fathers recounted their struggles with time management, sleep deprivation and a split focus that made it challenging to feel fully present while at work or at home with their kids. They expressed feeling as if they never had enough hours in the day for their dual responsibilities. They felt they often missed out on job opportunities because of their time on leave or their new adjusted schedule. 

Economic instability and rising child care costs contribute. In fact, child care costs reached a national average of over $13,000 per year in 2024. These only work to exacerbate the pressures put on working parents. But while these challenges are all too real and ongoing, employers have the opportunity to alleviate some of this stress through thoughtful programs and a supportive approach. 

According to Sandy Torchia, vice chair of talent and culture at KPMG, “Flexibility, paid leave, back-up child care, mental health support and tailored career advancement opportunities are not just workplace perks; they are essential lifelines for working parents, ensuring they can thrive personally and professionally. Working parents are juggling a number of responsibilities and are at a high risk of burnout without the right support systems in place to help them succeed.”

Related: How Companies Can Support Moms in–and Returning to–the Workforce

Parental Leave Policies That Make a Difference

In the U.S., the “standard” parental leave is 12 weeks of job-protected yet unpaid leave, as laid out by the Family and Medical Leave Act (FMLA). However, paid leave—and often for a longer period of time—could truly benefit parents. It can provide time for recovery, infant development and space to navigate this transition. 

Research shows that paid leave lowers infant mortality rates, improves parents’ mental health, lowers depression rates and promotes healthier family bonds in the long term. Organizations like UNICEF recommend at least six months of paid leave for new parents. 

Parental Leave Policies That Empower 

Since it’s not mandated by the federal U.S. government, in many states, paid leave policies are left to the discretion of each individual company. But in order to best support parents, the most effective policies will include:

• An established number of weeks of paid leave (for both maternity leave and paternity leave)
• Options for extended time off or phased returns (starting with two days a week back, shorter hours, etc.), especially for the birthing parent
• Inclusive language that promotes gender equality, supports same-sex couples and covers both adoptive and foster parents
• Job protection during leaves and continuation of health care coverage, if applicable

An example of one company doing it right is Cisco. The multinational tech company was voted Fortune’s best workplace for parents in 2024 thanks to its parental leave policy, which it alternatively refers to as “child bonding leave.” The policy is designed to be gender-neutral and inclusive. It offers 13 weeks of paid leave to the primary caregiver and four weeks of paid leave to the secondary caregiver. Companies like American Express and Goldman Sachs are also making an impact. They provide 20 weeks or more of paid leave for both caregivers, plus support for family planning. 

How to Support Working Parents Through Flexibility

Children—as well as schools and child care providers—run on their own unique schedules that may not align with an in-office 9 to 5. So, flexibility for employed parents is key. In fact, a flexible work schedule was identified as the most valuable additional initiative employers can provide to working parents, according to a survey conducted by KPMG. 

Flexibility doesn’t always look the same, though. Part-time positions, four-day work weeks or even job sharing can be great alternatives for parents. Having some general wiggle room in terms of hours can also go a long way. For example, coming in later, leaving early or even taking a long lunch to pick up the kids can be helpful. Additionally, being able to work remotely—even just as needed—is highly valued. 

The solution may look different for every parent. But having options available and being open to working with employees on a case-by-case basis makes employers stand out. Plus, flexibility promotes a healthier work-life balance for parents. It gives them more control and allows them to better manage their precious time. 

Related: How to Find Freelance Jobs as a Stay-at-Home Parent 

Working Parent Support Groups and Peer Networks

Often overlooked, another major struggle parents face is loneliness and isolation. The lifestyle changes that come with having a child can lead to social withdrawal and disconnection. This may leave parents without a sounding board for guidance, recognition and encouragement. Support groups, or employee resource groups (ERGs), can help fill this gap.  

These types of peer networks provide a community and a safe space for all parents within the company to come together. Here, they can share resources for personal and professional growth, exchange tips or just provide a listening ear. These groups also play an important role in disseminating information about parental policies. Plus, they can be key in advocating for improvements. 

Suppose you’re looking to start a parental support group at your company. You can begin by surveying employees to gauge interest and better understand what they hope to gain from the experience. Once you have a pulse on the need, spread the word. Share through internal emails, newsletters, bulletin boards or even casual conversations. To keep the group active, consistency is key. Host regular meetings and schedule events where open discussion is encouraged. Help all employees—regardless of their family role or structure—feel welcomed.

Additional Family-Friendly Benefits That Go Beyond the Basics

Companies may put together a basic parental leave policy and stop there. But there are countless other ways employers can support working parents. Done thoughtfully and intentionally, employers can provide parents with valuable tools to be successful in their roles as employees and caregivers. 

A few supplemental working parent benefits include:

• On-site child care
• Child care stipends to help cover outside child care costs
• Mental health coverage
• Dependent care flexible spending accounts (FSAs)
• 529 contributions for children’s education 
• Financial wellness programs
• Family planning support (financial assistance for fertility treatments, adoption, etc.) 
• Pump rooms and lactation support 

There are plenty of large corporations leading the charge in this department. At its headquarters in Atlanta, Georgia, Chick-fil-A houses the Jeannette Cathy Children’s Center. At this workplace-sponsored child care center, employees are welcome to drop off infants, toddlers and preschool-aged children for care during the day. 

Fifth Third Bank gives another example of going above and beyond with its Maternity Concierge program. Launched in 2017, the service helps new moms with tasks like buying baby gear or grocery shopping. They even assist with planning baby showers so that parents can focus on more important things. In just the first four years, the program helped over 750 employees by providing over 22,000 hours of assistance. Fifth Third’s other benefits include infertility coverage, adoption benefits and subsidized back-up care. 

Supporting Parents Long-Term Through Culture and Leadership

As is the case with most company endeavors or culture shifts, change will generally start at the top. Leaders within the organization typically implement policies like parental leave and other benefits. But it also goes beyond sections written in an employee handbook.

A great leader will also lead by example and create a space that normalizes flexibility and work-life balance among all employees. They will embed parental support into the company’s values and growth plans. They can do so by providing dedicated resources and focusing on outcomes rather than hours. They can also ensure everyone has equal opportunities for career advancement. 

Companies may also choose to implement working parent training through resources such as Parentaly. Courses like this help managers better understand the unique challenges working parents face. Then, they can approach these relationships with more empathy. They also teach communication strategies, adaptability, prioritization and accountability measures. This in turn can build a more successful and inclusive team where everyone feels valued and respected. 

Of course, supporting working parents will always be a work in progress. It’s important to create feedback loops and systems for measuring the success of these initiatives. This way, your company can stay up to date on the evolving needs of parents in the workforce and ensure they are cared for in the long term. 

Supporting Working Parents Is a Business Imperative

The question of how to support working parents starts with the simple willingness to listen and adapt. As more and more parents step up to juggle their careers and home life, they need employers who support them. Parents need employers that not only understand the challenges they face, but that also actively seek out ways to make their lives easier. It’s not just about checking a box by implementing a parental leave policy. It’s about creating an ongoing culture that promotes inclusion and flexibility. It means creating a safe space that offers resources and guidance. 

If you’re an employer, you can start by evaluating your own company policies. Are they dated or noninclusive? Gain insight from your staff to identify areas for improvement. Commit to more sustainable change throughout the entire organization. Modernizing your benefits and culture will not only help you to retain valuable employees, but can also help you to build a more engaged, dynamic and loyal workforce for the future. 

Photo by Sura Nualpradid/Shutterstock.

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The study, which included more than 200 HR and training managers from the U.S. and U.K., discovered troubling signs for senior leaders in the face of new workplace shifts. More than 25% have thought about stepping away from their positions in the past year, and 46% say they would give up their title if it meant regaining a sense of engagement. 

The cost of disengagement: How falling motivation impacts the bottom line

This decline in engagement is not a recent development; it has been brewing for quite a while. Earlier this year, Gallup released research showing that global employee engagement dipped by two percentage points in 2024, costing the world economy an estimated $438 billion in lost productivity.

According to Gallup, over the past 12 years, engagement has fallen only twice: in 2020 and again last year. Managers are feeling the biggest impact. Their engagement slipped from 30% to 27%, while engagement among individual contributors held steady at 18%. The decline was even sharper for certain groups: Managers under 35 saw a five-point drop, and female managers experienced a seven-point decrease.

From hybrid schedules to labor shortages and fast-moving tech, executives are juggling more responsibilities with fewer people and bigger expectations. About 34% report feeling burned out daily or weekly, while 22% say they’ve felt emotionally disconnected from their teams often or always over the past six months, according to Kahoot. 

Burnout on the rise: Why leaders are feeling stretched thin

So what’s behind the burnout and disengagement? Kahoot’s findings point to a mix of emotional exhaustion from trying to motivate disengaged employees, the constant churn of workplace change and ongoing economic uncertainty. Leaders also say they feel invisible or undervalued by executive leadership, a sentiment that only further complicates paths to solution.

When it comes to day-to-day challenges, juggling engagement with a long list of competing priorities, handling employee apathy and trying to get Gen Z team members to consistently engage top the list. For many leaders, it’s a high-stakes balancing act—one that can leave even the most experienced and motivated executives feeling stretched thin. 

The AI-driven workplace has brought unprecedented speed and volatility to organizations worldwide. Teams can be restructured overnight, automation can replace entire departments and employees are increasingly realizing that no role is immune to disruption. The traditional idea of career security has been replaced by a new reality: Survival in the modern workplace demands flexibility and constant adaptation.

Recognition matters: Nearly 7 in 10 leaders say it drives engagement

Modern leaders must inspire engagement and loyalty all while juggling heavier workloads, new technologies and teams that may feel disoriented or anxious. 

Leaders must deliver outcomes quickly and navigate risks in real time, even when the path forward is uncertain. In a world where organizations struggle to keep up with rapid change, leaders are forced to act as both guides and anchors, offering direction and reassurance even while navigating unprecedented uncertainty themselves. 

If you want your team to stay engaged and committed, recognition is the place to start. Nearly 7 in 10 leaders say that incentives and acknowledgment make the biggest difference in keeping people motivated. Beyond that, building stronger connections within the team (57%) and adding a little friendly competition or gamification (44%) can help keep energy and focus high. Small gestures, like celebrating wins or creating playful challenges, go a long way in making employees feel seen and valued.

More than half say they’d be more energized if their day included creativity, fun or a bit of energy (58%). Opportunities to grow their skills (52%), better technology to stay connected with their teams (48%) and open feedback from senior executives (42%) also top the list. When leaders are supported in these ways, they’re better equipped to motivate their teams, build stronger relationships and create a workplace where everyone feels invested in the work they’re doing.

Tools help, but leaders want to be heard

When leaders feel energized, supported and truly connected, they spark the same fire in their teams. Recognition, chances to grow, thoughtful feedback and tools that foster connection lay the groundwork for a workplace where people feel seen, valued and inspired to give their best every single day. 

Leaders say what they need most goes beyond tools or training though: They want to be heard. In survey responses, many highlighted that if they could change one thing instantly, it would be better communication and recognition from senior leadership.  

The modern workplace may be fast, unpredictable and high stakes, but leaders’ needs remain deeply human. Leaders and their teams need recognition, support and clear communication to stay engaged and motivated. Meeting these fundamental needs isn’t just good practice; it’s a strategic imperative. Organizations that invest in their people create not only stability but a workforce capable of thriving amid uncertainty. 

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AI meeting assistants aren’t just nice to have in today’s business environment. They’re powerful, beneficial tools that can give workplaces a strategic advantage. They can help transform tasks, projects, and collaboration. They’re improving communication among co-workers and decreasing some of the cognitive load workers bear. 

Remote and hybrid work is becoming more common post-COVID. AI technology is advancing at a quickening pace. Accordingly, many teams are now adopting AI meeting assistants to transcribe their discussions, improve their productivity, and stay aligned despite geographical limitations. 

According to research from Market.us, the AI meeting market is expected to balloon to $24.6 billion by 2034, a nearly $22 billion increase from 2024’s market size of $2.68 billion. 

AI meeting assistants are becoming a core staple in remote work environments, but not all applications are created equal. In this article, we’ll discuss the ins and outs of AI meeting assistants. We’ll review some of the top products on the market and offer recommendations based on the type of tasks you work on. Let’s get to it. 

Are you just starting your remote work career? Grab our free remote work e-book to find out how to work from anywhere without sacrificing efficiency. 

What Is an AI Meeting Assistant and Why Does It Matter?

AI meeting assistants are tools that use artificial intelligence to complete administrative tasks. These tasks include:

• Real-time transcription
• Note-taking
• Meeting summaries
• To-do list creation from meeting notes
• Post-meeting follow-up preparation assistance
• Scheduling online meetings for multiple parties

These applications can integrate with a number of other video meeting platforms, making them easy to use and implement. 

Gone are the days when two staff members need to compare notes and sort through their memories to collaborate correctly. With AI meeting assistants, team members can collaborate faster and come to decisions quicker. They can increase their overall productivity by reducing the communication barriers surrounding physical note-taking. 

How Does an AI Note-Taker Enhance Productivity During Virtual Meetings?

Because an AI meeting assistant takes notes automatically, participants can easily focus on discussing key ideas rather than keeping up with the conversation. These assistants can also create meeting summaries. The summaries can be useful in a variety of ways and may reduce the need for additional meetings with other stakeholders. Stakeholders can simply go over the summary instead. 

Other assistants are equipped to create action items based off of meetings and send them to each applicable team member so no tasks are missed.

Depending on the type of assistant you use, you can also seamlessly share these notes, summaries, or action items with colleagues at the click of a button. 

Here’s a personal anecdote to drive this point home: As a remote freelance writer, I interview experts regularly to get quotes for pieces. If I took notes by hand, I would be mentally divided between actively listening to my source and taking accurate notes. Using an AI meeting assistant allows me to focus on asking the best questions to my source to get information that is unique and what my editor and readers are looking for. 

Thinking of working remotely but not sure where to start? Check out our free remote work e-book for advice on the best remote gear, training and more so you can successfully work from anywhere. 

Common AI Meeting Companions in the Marketplace

Three of the most common meeting platforms on the market are Google Meet, Microsoft Teams, and Zoom. Each of these platforms has its own built-in AI meeting companion. Below is a brief explanation of each. 

Zoom AI Companion

Zoom’s AI Companion handles a myriad of administrative tasks for the remote working professional. Users can: 

• Ask the companion to catch them up on a meeting if they arrived late
• Have the companion record video and audio meetings and create transcripts 
• Ask Zoom’s AI Companion questions about the recording and receive tailored responses
• Schedule meetings easily using the AI Companion
• Receive a summary and next steps task list from the AI Companion based on the meeting
• Summarize text chats between team members that occurred during a video call

Keep in mind that Zoom’s AI Companion is included for all users that pay for Zoom-specific services, such as a paid Zoom meetings account. Free Zoom users do not have access to AI features. 

Copilot for Teams Meetings

Microsoft has its own built-in AI assistant for its Microsoft Teams video/audio calling platform: Copilot. Microsoft users that communicate with team members using Teams can use Copilot to:

• Easily transcribe meetings
• Determine key points in the meeting by asking Copilot specific prompts (e.g., “What time is our next appointment?”)
• Catch up on meetings if they arrive late
• Summarize Teams meeting chats 
• Take AI-powered notes during the meeting
• Source summaries, recaps, action items and other key information by asking Copilot detailed questions

Copilot for Teams offers very similar functionality to other AI companions, but from my review, it requires a bit more prompting. Where some AI assistants automatically create to-do lists or summaries, Copilot needs to be prompted to do so. 

Note that intelligent recap functionalities are limited to Teams Premium users or those who have a Microsoft 365 Copilot license. 

Gemini AI Note-Taker for Google Meet

Google has its own note-taker built into Google Meet for eligible Google Workspace subscribers through Gemini AI. 

As with other AI assistants, Gemini is able to:

• Take notes on meetings
• Transcribe meetings in full 
• Catch team members up if they arrive late, using the proper prompt
• Provide a summary to the meeting organizer
• Attach post-meeting information to the Google Calendar link for all participants
• Suggest next steps following the conclusion of a meeting
• Provide key insights about a meeting, both during and following a conversation

Though Gemini is similar to Zoom and Teams AI companions, it does offer an interesting workflow with Google Calendar and Google Docs. Rather than take notes in the Google Meet chat, Gemini creates a Google Doc with the meeting summary, notes, takeaways, etc., inside. This same document is also attached to the Google Calendar link for each participant, making it easily accessible.

Comparing the Best AI Note-Taking Apps on the Market Today

As the market for AI meeting assistants grows, the amount of options at your disposal also expands. Here are some of our top picks for AI note-taking apps available today. Depending on your needs, you may use a resource as a general tool or as an AI note-taker for Teams, Google Meet, Zoom, or other platforms. 

How to Choose the Right AI Assistant 

Selecting the right tech stack isn’t just about reviews and ratings. It’s more importantly about what technology accomplishes your goals the best. For a smaller business just starting up, “best” might mean most inexpensive but usable. For a more mature business, “best” might mean the most comprehensive option, regardless of price. Here are some general guidelines to help you find the right AI meeting assistant: 

• It should be easy to use. For tech to make a difference in a company, it has to be used by as many team members as possible. With that in mind, any meeting assistant you pick should be as intuitive as possible, or at least be in step with the technological abilities of your team members. 
• It should easily integrate with current applications. Any AI assistant you choose needs to be able to integrate with your current tech stack, whether that’s a specific video-calling program or a CRM application. Otherwise, you could end up making more work for you and your team. 
• It should solve real problems. When it comes to purchasing new tools, the desire to purchase shiny new technology simply because everyone else is can eclipse a more important question: Does my business actually need this? Don’t purchase an AI tool just because the technology is interesting. Buy it only if it reduces your staff’s workload and removes real business roadblocks. 

Worried about losing your productive edge working from home? Don’t be! Download our free remote work e-book and learn 10 critical remote work tips to help you stay on top of your career. 

How to Use AI Meeting Summaries to Drive Post-Meeting Action

AI meeting companions that generate meeting summaries can give all meeting participants a major edge after the discussion: a bias toward action. Rather than ending a meeting trying to remember what you were asked to do, an AI-summary can give you step-by-step instructions on what each meeting participant’s next steps are. Here’s how.

Following a meeting, use your AI of choice to create a summary. You can typically ask the AI to build a summary, or it may complete it automatically. Then, ask the AI companion to pull out any action items for each meeting participant and place them into an email or shared document. Depending on the type of AI you use and the tech stack you’re working with, you might be able to automate this entire process. 

For example, if you’re using Gemini in Google Meet, the AI would have created a separate Google Doc with the summary and attached it to the Google Calendar event for all team members to see. If you’re using a program that has limited features, you simply send an email of the action items. You could alternatively put them into a shared online planner for everyone to access. 

Regardless of how you share the meeting summary and action items, it’s critical you communicate them clearly. Ensure everyone is aware of their expectations. Then watch your team improve follow-up skills, increase their accountability and rely on each other for project management. 

Try Using an AI Assistant in Your Next Meeting

AI meeting assistants aren’t just about reducing administrative tasks and compiling information, they’re creating a culture of clear communication, project accountability and continuing productivity. From meeting summaries, accurate transcriptions and even conversation analysis functions, AI meeting tools are powerful. They have the potential to completely change how modern teams collaborate together. 

Not sure if an AI meeting assistant is the right choice for you and your team? Try one of the free options we listed above. There’s no risk to trying a new tool, so long as it accomplishes your team’s goals and aligns with your current workflows.

Photo by Ground Picture/Shutterstock.com.

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