Today’s workplaces bring together four distinct generations: baby boomers, Gen X, millennials, and Gen Z, each with unique perspectives on leadership, communication, flexibility, and the role of AI. In a recent FC Live session, moderator Maia McCann facilitated a conversation with Fast Company editor Shalene Gupta and workplace expert Lindsey Pollak, alongside Gen Z contributors María José Gutiérrez Chávez and Sage Swaby. They explored the sources of generational tensions and shared insights into what the youngest generation truly seeks from their work environment. The discussion provides actionable guidance for leaders aiming to harness generational diversity as a catalyst for innovation.
GitLab is restructuring by reducing its workforce by 14%, pulling out from 22 countries, and cutting down management layers. These steps are part of the company's strategy to focus on strengthening its infrastructure and scaling its platform specifically to handle AI workloads more effectively.
For years, one particular question in Microsoft's internal survey effectively measured employee sentiment. It asked whether employees believed they were receiving a fair exchange at Microsoft — balancing their contributions with the rewards they received. When response rates declined significantly, the company took notable actions based on that feedback.
Just three weeks after stepping into her expanded role as president and chief corporate affairs officer, Jill Hazelbaker has initiated significant changes by cutting nearly a quarter of the workforce in Uber's People and Places division. This department, which oversees HR functions, recruitment, workplace facilities, and company culture, is seeing a sizable reduction, focusing largely on senior positions. These adjustments mark an early phase in Hazelbaker's internal restructuring efforts to streamline and refocus the company.
According to a BCG report, many organizations find it challenging to harness AI in a way that delivers meaningful, company-wide benefits. Despite the rapid shift AI is causing in job roles, firms are still trying to catch up and fully integrate these technologies into their operations.
Following four consecutive quarters of expansion, McDonald's continues to evolve its menu offerings, restaurant experience, and drive-thru services to stay ahead in a competitive landscape.
Many sense a problem: board recruiting isn’t functioning as it should. Boards worry they only tap familiar candidates, while qualified leaders wonder why they’re overlooked. Both views are accurate—the system favors known names, especially former CEOs and CFOs, because risk aversion leads boards to seek safety in proven relationships and titles. Data shows most new board seats go to individuals with prior top executive experience, reinforcing this trend.
The board search process is less about discovering talent and more about verifying trusted candidates. Networking dominates appointments, with 70% made through existing connections rather than search firms. The solution lies in building trust and familiarity well before the search begins, not during the brief recruitment window.
Successful firms nurture long-term relationship-building through advisory boards or structured networks, with dedicated personnel managing ongoing engagement genuinely and transparently. This approach yields more diverse, trusted, and deeper networks, breaking the cycle of recycling names. Boards must shift from reactive to proactive relationship-building if they want real change.
The 'Jobs Need People' campaign by Indeed showcases authentic moments of peer-to-peer interaction that bring meaning and satisfaction to work. It responds to growing workplace challenges, such as employer ghosting, by emphasizing the importance of human connection in the job market.
Consumer advocates criticize Democratic Governor Jared Polis for siding with major corporations instead of protecting workers. Polis vetoed a bill that would have prohibited companies from using surveillance data to determine wages and consumer prices. This proposed legislation would have been the strictest in the U.S. addressing algorithm-driven pricing methods. Maryland recently enacted a law banning surveillance pricing in grocery stores, but Colorado’s bill aimed to apply more broadly across various sectors.
Uber has limited its employees' AI spending following an initial push that encouraged extensive AI use among staff. This adjustment comes as the company realized it had quickly exceeded its allocated budget within just four months.
