Atlassian's Jira has had it with your issues
Atlassian recently announced its plans to combine its Jira Software tools for developers and Jira Work Management tool for business teams into a single product. Jira was originally for developers and the teams that directly support them, but over time, it also became popular with business teams. That's a trend Atlassian quickly capitalized on with the launch of different Jira versions that cater to the needs of these teams. But now, more than ever, developers and business teams need to collaborate, and the new Jira is meant to remove these old siloes.
At its Team '24 Europe event, the company on Wednesday announced the next steps for the new Jira, including a new look and new customization options. But what may come as the biggest shock is that Atlassian is retiring "issues" as the default monicker for the work tracked in Jira. While "issues" are still an option, users can now choose what they want to call their work, whether that's a "task," "subtask," "blocker," or "launch." Some of those may still present many issues, but you don't need to call them that anymore.
With this release, Jira is also getting a new simplified navigation experience that allows users to customize the left-side navigation bar to their liking. And talking about customization, just like in Trello, people can now change the background colors, images, and card covers in Jira to whatever they prefer.
For program managers, Jira is adding a feature just for them: program boards. Those boards sit somewhere between detail-focused Kanban boards and a team calendar, with the new board displaying the main work items across multiple teams on a customizable cadence, depending on how a company's teams work.
Also new in Jira are project templates, which allow enterprises to scale their processes across different organizations.
Of course, no product launch these days is complete without a few new AI-powered features. In the case of Jira, this means two new features: Loom, Atlassian's asynchronous video messaging platform, can now automatically generate an issue a work item based on the video transcript, and Jira itself can now automatically break down a larger work task into smaller subtasks. How well all of this works in practice remains to be seen, of course.
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Fast Company
2 days ago
- Fast Company
How understanding how your brain works can make you a better leader
What if the key to being a better manager isn't found in a new productivity hack, a different feedback framework, or a time management app—but in understanding the three-pound organ inside your head that runs the show: your brain? Most leadership advice focuses on what you should do. Neuroscience helps explain why some things work—and why others fail, despite your best intentions. When you manage in ways that are aligned with how the brain naturally operates, you unlock better decision-making, motivation, creativity, and connection. Here are five ways neuroscience can help you manage smarter. 1. Multitasking Is a Myth: Prioritization is Your Brain's Superpower The brain's prefrontal cortex handles focus, planning, and decision-making. But it's also highly energy-demanding and sensitive to overload. When you spring last-minute requests on your team, surprise them with new deadlines, or pile on urgent tasks, you're setting their brains up to fail. Cognitive overload impairs performance. Each unexpected demand consumes energy needed for prioritizing, problem-solving, and creative thinking. When managers protect their people from chaotic, reactive workflows, they preserve their team's brainpower. This also builds psychological safety and trust. Try this: Push back on unnecessary urgency from above. Communicate early and clearly about changes. Create space for people to do their best work, not just keep up. 2. Creativity Needs Space (and Structure) Leaders often say they want innovation, but fail to create the conditions that allow it. The brain's creative engine—particularly the default mode network —thrives when we're relaxed, slightly daydreaming, and free from judgment. Yet most work environments reward hyperproductivity and constant urgency. Creativity requires a balance of exploration and exploitation. Neuroscience tells us that the best ideas often come when we're mentally alert and engaged, but not overwhelmed; often when we are focused, interested, and under just the right amount of pressure. Constant pressure to be 'brilliant now' can actually inhibit insight. Try this: Build 'white space' into your team's calendar. Walking meetings, unscheduled thinking time, or even mindfulness minutes. Counterintuitively, making time for your people to actively rest may be your easiest to implement, but most impactful, innovation strategy. 3. Coaching Unlocks Neuroplasticity (and Performance) If your job is to get the best from your people, you need to stop telling and start coaching. Great managers ask the kinds of questions that rewire their team's thinking. That's not a metaphor; it's neuroscience. Neuroplasticity is the brain's ability to change. When people reflect, reframe, or develop insight, they're literally rewiring their neural pathways. Effective coaching conversations tap into this, activating networks for learning, motivation, and problem-solving. And coaching at the identity level (helping people explore not just what they do but who they are) creates deep, lasting change. Try this: Next time someone brings you a problem, don't solve it. Ask: 'What have you already tried?' or 'What would great look like here?' When you practice this, you're building your colleague's brain. 4. Motivation Lives in the Brain's Reward System Motivation isn't magic, and it's not about free pizza or ping-pong tables. It's about how well leaders understand the brain's reward circuits. Dopamine, the chemical of motivation, spikes when people feel progress, connection, or purpose. In many workplace environments, overuse of rankings, performance comparisons, or conditional bonuses can reduce intrinsic motivation over time. When these tools create pressure or fear of failure, they risk disengagement rather than drive. Try this: Recognize effort, not just outcomes. Connect tasks to meaningful goals. Give your team autonomy in how they reach targets. These all activate the reward networks and sustain engagement over time. 5. A High-Performing Neural Environment Isn't Soft. It's Smart One of the most misunderstood drivers of high performance is psychological safety. This isn't about being nice—it's about creating the neural conditions for people to think clearly, speak up, and take risks. When people feel unsafe (even subtly), the brain activates the amygdala and the prefrontal cortex has to work harder to emotionally regulate. That means less creativity, lower collaboration, and poorer decision-making. Managers who create cultures of trust and fairness help teams stay in a reward state—and unlock their best thinking. Try this: Model curiosity. Fail fast. Admit mistakes. Ask more questions. Your vulnerability is a shortcut to their clarity. Final Thought: Manage Like a Brain-Savvy Human Understanding how the brain works isn't just interesting trivia: It's the blueprint for managing with clarity, creativity, and compassion. By making small shifts in how you focus, coach, motivate, and create safety, you build better brains—your own, and your team's.
Associated Press
2 days ago
- Associated Press
LIV Virginia Par Scores
Friday At Robert Trent Jones Golf Club Gainesville, Va. Purse: $20M (Individual); $5M (Team) Yardage: 7,418; Par: 71 First Round Team Scores
TechCrunch
3 days ago
- TechCrunch
Startup Battlefield 200: Only 3 days left to apply
Time is running out. The gates to Startup Battlefield 200 at TechCrunch Disrupt 2025 are about to close. In just 3 days, your window to enter the most iconic live startup competition will slam shut. Over 10,000 tech titans, top-tier VCs, and media powerhouses will be watching. This is your chance to rise, roar, and rewrite your startup's future. This isn't a demo day. It's a battlefield — where ambition meets execution, and only the boldest break through. If your startup has momentum, vision, and fire in its core, June 9 is your deadline to throw your hat into the ring. Apply now. Apply now to secure your shot at the battlefield Thousands will try. Only 200 will be accepted. Twenty will pitch it out live on the Disrupt stage. One will raise the Disrupt Cup and claim $100,000 in equity-free winnings. This is the launchpad of legends: Trello, Mint, Dropbox, Getaround, Discord. Now it's your turn. Apply here or learn more about Startup Battlefield. Image Credits:Kimberly White / Getty Images Startup Battlefield perks Free 3-day exhibit space at Disrupt 2025 4 complimentary, all-access tickets Listing in the official Disrupt app Access to press lists and VIP media Warm leads from top-tier investors and customers Exclusive investor-led masterclasses Main stage exposure And more — learn more here Who's eligible? Pre-Series A with a product and a mission? You're ready. Whether you're bootstrapped or backed, we want ambition. Select Series A teams can also qualify. Final countdown: 3 days left Applications close June 9. This is your moment. Don't miss it. Apply now.
