Latest news with #WorkplaceIntelligence
Yahoo
17 hours ago
- Business
- Yahoo
AI is Powering the New Global Flexible Work Model, and 51% of Employees Say It Will Make Physical Offices Obsolete in the Future
BOSTON, August 19, 2025--(BUSINESS WIRE)--GoTo, the leader in cloud communications and IT, today announced new findings from its research study: The Pulse of Work in 2025: Trends, Truths, and the Practicality of AI. The study summarizes the findings of a survey of 2,500 global employees and IT leaders on AI use and sentiment, conducted in partnership with research firm Workplace Intelligence. Among the newly released findings: AI has been instrumental in supporting people in today's "work from anywhere" world, so much so that over half of employees (51%) think AI will eventually make physical offices obsolete. Artificial intelligence technologies have developed a reputation for facilitating flexible work models through AI-powered collaboration and meetings, generative AI tools, virtual assistants, AI-enabled IT support, and more. And while not all employees are convinced that AI will do away with in-person work — since for some industries and roles, this won't be possible — 62% of employees still say they'd prefer AI-enhanced remote working over working in the office. What's more, most employees — including in-office workers — say AI would give them more flexibility and work-life balance (71%), allow them to work anywhere without losing productivity (66%), and help them better serve customers while working remotely (65%). IT leaders are even more likely to report positive impacts, with 9 out of 10 agreeing that AI has improved these outcomes for their employees when they're remote. Regardless of their working arrangements, nearly all employees (95%) and IT leaders (92%) support their company's current investment in AI tools or feel their company should be investing more. "AI is rapidly evolving from a helpful tool to a foundational force shaping the future of work," said Rich Veldran, CEO of GoTo. "As these technologies mature, they're breaking down barriers to more flexible ways of working while enhancing in-person collaboration where it's most impactful. The companies that embrace AI not just as a tool, but as a core part of their employee experience, will be the ones that redefine what it means to be productive, connected, and collaborative wherever work happens." Other key findings include: IT leaders and employees disagree on whether companies are making the most of AI for dispersed teams: 91% of IT leaders say their company effectively uses AI to support remote and hybrid workers. However, just 53% of these remote and hybrid employees say AI is being used effectively to support them, highlighting a notable disconnect that companies should work to address. AI can enable responsive and scalable IT assistance for distributed teams: 88% of IT leaders say that AI can help ensure equitable access to technology and resources for remote employees. Best-in-class AI-driven solutions enable remote support while staying ahead of the security demands of a distributed workforce. As the role of the physical workplace evolves, businesses need to balance investing in AI versus in-office perks: 61% of employees think organizations should prioritize AI either just as much or more than workplace amenities. The same number (61%) say investing in AI would improve their productivity, motivation, and engagement more than providing fancy office amenities. This was even true for in-office employees, who would benefit most from office perks. Workers of all ages benefit from AI when they're remote: The vast majority of remote/hybrid Gen Z (90%) and Millennial employees (84%) say AI has improved their productivity while working remotely. In addition, over 7 out of 10 Gen X workers (71%) and Baby Boomers (74%) cite this benefit too, revealing that younger team members aren't the only ones making the most of these technologies. "Our study findings reflect a broader shift in workplace expectations," said Dan Schawbel, Managing Partner, Workplace Intelligence. "Many workers now see flexibility, not location or amenities, as the cornerstone of effective work. AI helps bridge time zones, streamline communication, and provide access to institutional knowledge, making physical offices feel less critical to a growing number of employees." For more information on GoTo's research study of AI trends, please visit: MethodologyResearch findings are based on a survey conducted by GoTo and Workplace Intelligence from February through April of 2025. In total, 2,500 global workers completed the survey, including 1,250 full-time knowledge workers and 1,250 IT decision-makers. The survey targeted respondents in the US, Canada, the UK, Ireland, Germany, Austria, Switzerland, India, Mexico and Brazil. The survey sampled an even mix of employees with remote, hybrid, and on-site work arrangements, and an even mix of IT decision-makers whose companies offer these arrangements. About GoToGoTo, the leader in cloud communications and IT, is dedicated to powering a world of work without limits. Featuring flagship products GoTo Connect, LogMeIn Resolve, and LogMeIn Rescue, the GoTo portfolio offers secure, reliable, AI-enabled solutions that are simple to adopt for small and midsize businesses, and scalable to enterprises worldwide. GoTo continuously improves human experiences for AI-enabled workforces across hundreds of thousands of customers. The company is headquartered in Boston, Massachusetts, with approximately $1 billion in annual revenue and 2,800 employees throughout North America, South America, Europe, Asia, and Australia. About Workplace IntelligenceWorkplace Intelligence is an award-winning thought leadership and research agency focused on the world of work. We help companies, and their executives, tell their workplace story in a meaningful, relevant, and impactful way using primary data, insights, and interviews. For more information go to our website and subscribe to our Insider newsletter. View source version on Contacts Media Contact Jen Mathewspress@ +1 617-279-2443 Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Fast Company
20 hours ago
- Business
- Fast Company
AI isn't just replacing tasks. It's replacing the office, the manager, and maybe even the mission
THE NEW WAY WE WORK A new study details the technology's far-reaching effects. [Illustration: Slim3D/Adobe Stock] BY A new study released by GoTo and Workplace Intelligence confirms something many of us have already started to feel: AI is no longer just a workplace tool. It's becoming the workplace. The study, which surveyed 2,500 global employees and IT leaders, found that 51% of employees believe AI will eventually make physical offices obsolete. For years we've talked about how AI would change what we do at work. But now it's changing where, how, and why we work, and who we turn to for support. AI is replacing more than just tasks. It's replacing structure, feedback, and in some cases, empathy. The office is losing ground—to AI Remote and hybrid work models are no longer just a pandemic-era compromise. They've become the preferred option for many, and AI is now powering the infrastructure behind that shift. From AI-enhanced meetings and IT support to generative assistants and automation tools, employees say the tech is delivering where the office no longer does. According to the study: 71% of workers say AI improves their flexibility and work-life balance 66% say AI lets them work from anywhere without losing productivity 65% say it helps them serve customers more effectively, even from home Even more telling: 61% of employees say they'd rather see their company invest in AI than office perks like lounges, snacks, or upgraded spaces. And that includes workers who are still going into the office. The message is clear: Workers don't just want hybrid models. They want support that travels with them and many believe AI is doing a better job of that than their physical workplace. When AI becomes the manager We tend to frame AI as something that makes work faster. But increasingly, it's also making work feel safer, especially for younger workers. I've spoken with Gen Z students who use ChatGPT to figure out how to email their professor or manager because they don't feel confident in their tone. Others say they've used it to explore career paths or problem-solve interpersonal issues at work—not because they don't care, but because they've never been taught how to navigate these moments, and they don't want to risk getting it wrong. One student told me they refer to ChatGPT as 'they,' not 'he' or 'she,' because it feels more neutral. Less likely to judge. That comment has stayed with me. AI isn't just giving answers. It's providing space. It doesn't interrupt. It doesn't talk over you. It doesn't roll its eyes. That's what so many people—especially younger workers—are hungry for. And that's why this shift is about far more than efficiency. Not just a Gen Z thing While Gen Z might be leading the way in comfort with AI, they're far from alone. The study shows that 90% of remote/hybrid baby boomers and 84% of millennials say AI has improved their productivity while working remotely. Over 70% of Gen X workers say the same. We often act like this is a young-person conversation. It's not. It's a cross-generational shift in how we think about presence, support, and control. Flexibility, not physical space, has become the marker of a good job. And AI is quickly becoming the scaffolding holding that model up. Leadership is out of sync But not everyone sees the situation the same way. The study reveals a sharp disconnect between those implementing AI and those expected to use it. 91% of IT leaders believe their company is using AI effectively to support remote and hybrid teams. Only 53% of employees agree. That gap should concern any organization that wants to build trust in an AI-driven environment. If leadership sees AI as a solved problem and employees see it as inconsistent or incomplete, you're not just dealing with a tech issue. You're dealing with a culture problem. The bigger question So where does this leave us? AI is now doing the work of helping people feel competent, supported, and connected—roles we once looked to managers, mentors, and coworkers to fill. That doesn't mean we're heading for a cold, robotic future. But it does mean we need to think more deeply about what work is when the office becomes optional and the boss is an algorithm. Are we okay with employees turning to AI instead of their team? Are we okay with students using chatbots to learn how to communicate because they don't trust their workplace to teach them? And are we doing enough to make sure this shift toward digital independence doesn't quietly erode human connection? Because if we're not careful, AI won't just shape how we work, it will reshape who we rely on, how we grow, and what we believe good work looks and feels like. The early-rate deadline for Fast Company's Most Innovative Companies Awards is Friday, September 5, at 11:59 p.m. PT. Apply today. ABOUT THE AUTHOR Jeff LeBlanc, DBA, is a lecturer at Bentley University and creator of the Engaged Empathy Leadership Model (EELM), focusing on leadership strategies that resonate with Gen Z and beyond. As a strategist, he helps organizations adapt by emphasizing kindness, fairness, and structure to retain top talent. More
CNBC
a day ago
- Business
- CNBC
From dumpling-making to pub quizzes: Gen Z's recipe to making friends in real life
Fatigued by everything virtual, the youngest generation at work are now leaning into in-person networking events to find their tribe. A large number of Generation Z — born between 1997 and 2012 — entered the workforce during the Covid-19 pandemic and were forced to tune in remotely. U.S. Surgeon General Vivek Murthy even declared a loneliness epidemic in the U.S. in 2023, saying it was especially affecting young people. Some Gen Z workers are even returning to the office in a bid to expand their network. One recent Freeman survey of nearly 2,000 U.S. adults in professional jobs found that 91% of Gen Z said it would be nice to have a balance of virtual and in-person events to connect with others at their company and in their industry. "In general, young people seek the social atmosphere because many of them just graduated college or are a few years out and are looking for similar social conveniences," Dan Schawbel, managing partner at Workplace Intelligence, explained. Some employers are catching on and trying to fill this gap. Canary Wharf, London's privately owned financial district, which houses companies like JPMorgan, Barclays, and Morgan Stanley, launched the Wharf Connect networking program in 2024 for professionals in the first 10 years of their career. Part of the area's return-to-office drive, Wharf Connect is accessible via an app and offers free events from LinkedIn workshops to pub quizzes. The initiative gets an average of 36 attendees per event and has seen 1,500 RSVPs since its inception last year. "Part of the return-to-office push is that young people, especially, yearn for those connections, and relative to older generations, they are much more isolated and lonely, so return to office at least partially allows them to meet their coworkers," Schawbel said. Last week, I took a trip to Canary Wharf to attend a Xiao Long Bao (dumpling) masterclass at Taiwanese restaurant Din Tai Fung — an event organized by Wharf Connect. Walking into a dining room nestled at the back of the restaurant where the workshop was taking place, I was stunned to see how busy it was with over 50 young professionals in attendance and chattering away. The event featured a hands-on dumpling-making session with the chef, accompanied by complimentary food and drinks. CNBC Make It spoke with three Gen Z attendees who shared how structured networking events are helping them find community. Twenty-five-year-old Vivek Haria, a senior tax advisor at a financial services firm, has attended 10 Wharf Connect events. Before starting his job in the Canary Wharf area, he was already seeking out social events or communities that would allow him to socialize and mingle outside of the workplace, but they left much to be desired. "In fact, there were hardly any, and the ones I went to were pretty much a bit crap. Then I moved here, and this was the last place that I expected these kinds of events. It's definitely filled that gap. I've made some really good friends that I meet up with on weekends as well," Haria said. For Sinny Wei, a 27-year-old human resources professional, moving from New Zealand to London meant she didn't have an established network or community in the U.K. "For me, personally, it is difficult to make friends, because I've moved over here as well, so you've really got to put yourself out there a lot. I really do like it [Wharf Connect] for that as well," she said. Wei said it's a good way to socialize informally, with free tickets, food and drinks being a great draw to the events. "I've only been to two events, so maybe if you ask me after three events, I'll have made some friends by then," she said. Haria noted that, although he returned to the office, many of his colleagues weren't physically at the workplace. The Wharf Connect events makes going to the office worthwhile, because he has something to look forward to in the evenings, he noted. "So I go into the office as many times a week as I can…working from home after Covid has been a bit s--- like I'll go into the office three or four times a week and most of my team won't be in," Haria said. In fact, a 2023 survey by employee background screening company Checkr, which polled 3,000 U.S. workers, found that 68% of managers were keen to continue remote and hybrid work in 2024, while only 48% of employees felt the same way. Senior professionals have less motivation to be in the office, according to Schawbel. With more established social lives, less of a need for mentorship, and better home office setups, older professionals are less drawn to the in-person workplace. This is creating a social void for younger workers. Organized in-person events, from professional networking to speed dating, are in vogue right now, and they are very appealing for Gen Z — some of whom may have underdeveloped social skills. "Covid, plus over-reliance on technology equals socially awkward," Schawbel said. "I'm not saying everyone is socially awkward. I'm just saying it's a recipe to create socially awkward individuals." Activity-focused events enable young people to socialize in a structured environment, rather than forcing them to spark up conversations at random. Dating giant Hinge is even funding free activity-based social events for young people in London, Los Angeles, and New York to make friends. Another example is social app Time Left, which arranges weekly dinners for strangers to meet up, with over 80,000 strangers brought together in 60 countries each month. Morayo Adesina, a 25-year-old equity research bank analyst, said that London changed after the Covid-19 pandemic, with many restaurants and bars not staying open as late — making it hard to get out of the house spontaneously. "Speed dating has definitely become very popular amongst my friends. I just think in general, there's been, a real push to have different kinds of events," she said. Wharf Connect has been an opportunity for Adesina to meet "a lot of cool people" and try new things. "The events that they put on are quite fun, like it's not every day that I get to go to Din Tai Fung to do dumpling making or sushi making." Schawbel said that for many years, people have over-relied on technology to form connections, such as on dating apps or social media, but the abundance of options has created a sense of overwhelm. The rise of in-person events and the demand for them is a rejection of online culture, he added. "They're resisting this digital age, because the digital age has become very cluttered and unreliable, therefore, they're yearning to connect in person more," Schawbel said.
Forbes
15-07-2025
- Forbes
Can You Trust An AI Coach With Your Secrets At Work? Know The Risks
Can You Trust An AI Coach With Your Secrets At Work? Know The Risks Are you talking to your AI like it's your personal coach? If so, you're not alone. A growing number of people are turning to digital tools to talk through their stress, burnout, and even mental health struggles. In fact, a study by Oracle and Workplace Intelligence found that more than 68% of employees would rather talk to a robot than their manager about stress and anxiety. These tools make it easier to open up without the fear of being judged, interrupted, or misunderstood. That might feel like progress. But what happens once something personal is shared with an AI coach? Who sees that information? Could it come back later in ways you didn't expect? These tools are changing how people share information, but they also come with real risks. If the same system that makes someone feel safe ends up mishandling what they said, it creates privacy concerns, and more importantly, it breaks trust. And when that happens, companies could be stepping into legal gray areas. Why Do Employees Trust An AI Coach More Than Their Manager? Why Do Employees Trust An AI Coach More Than Their Manager? If AI is non-judgmental, that makes it easier for someone who feels anxious or unsure to speak freely. Some people are sharing things with these tools they wouldn't dare say to their boss. Things like feeling overlooked, being burned out, or struggling with motivation. These tools are built to collect that kind of feedback and identify patterns. The more people use them, the more clearly those patterns show up. In some organizations, employees have even said they're more honest with an AI tool than with a real person. That might sound strange, but it actually makes sense. A tool won't hold a grudge. It won't change how it treats you tomorrow. For people in environments where they don't feel psychologically safe, that matters a lot. What's shared with AI stays between them and the machine. Or at least, that's what they hope. Can An AI Coach Actually Make People Feel Better? Can An AI Coach Actually Make People Feel Better? Interestingly, yes. Even if nothing comes from what's said, people often feel lighter just having said it. It's similar to journaling or talking to someone who listens without judgment. Studies have shown that people feel emotionally relieved when they can share thoughts anonymously, even if it's with a machine. AI coaching tools can provide that outlet. They give people space to reflect, process, and get some clarity. Some tools even offer supportive prompts or suggest simple next steps. While they're not licensed therapists, they do offer structure. That structure helps employees feel like they're doing something about their concerns, even if they're not ready to speak to a person. But the risk is that emotional relief could give companies a false sense of security. Just because people feel heard doesn't mean their problems are being solved. That's where human leaders need to step in. What Happens After You Tell An AI Coach Something Personal? What Happens After You Tell An AI Coach Something Personal? This is where things can get risky. These tools are meant to support workplace performance, not dig into your emotional well-being. But people don't always draw that line. Sometimes they vent or they share something personal. Maybe they admit they're overwhelmed or they've lost interest in their work. They could be dealing with a private issue that's affecting their performance. What happens to that information? Does someone see it? Will HR follow up? Or will it just sit in a report? Worse, could it come back later and affect how that person is judged? That's the part most companies haven't figured out yet. Some AI tools are built to flag concerns and pass them along to the right people. But not all companies have a clear plan for what happens next. If a comment about stress or burnout gets logged, there needs to be a way to handle it that doesn't make the employee regret saying anything. Without trust in how that information will be used, people could end up feeling even more exposed. Can Employers See What Employees Share With An AI Coach? Can Employers See What Employees Share With An AI Coach? That depends on the setup, but in many cases, yes. If the AI tool is integrated into platforms like Microsoft Teams, Slack, or a company's HR system, what employees type into it can be logged, stored, and reviewed. A 2023 Gartner report warned that many organizations don't realize just how much sensitive data these tools collect. Even when AI is framed as coaching, it often tracks conversations, flags emotional language, and maps sentiment trends. Unless a company takes steps to limit access or disable tracking, IT administrators or authorized leaders may be able to view that input. In the United States, there are few laws preventing companies from accessing this data unless it crosses into discrimination or retaliation. That means an employee might believe a conversation is private when it is not. Leaders need to set clear expectations about how these tools are used and commit to protecting the people who rely on them. What Are The Legal Risks For Organizations Using AI Coaches? What Are The Legal Risks For Organizations Using AI Coaches? As more companies adopt AI tools that collect sensitive input from employees, they're stepping into complicated legal territory. If an employee shares information about a medical issue, harassment, or anything protected under employment law, and the company fails to act, or worse, uses that information in a disciplinary decision, it could face legal consequences. In the U.S., for example, the Americans with Disabilities Act and Title VII of the Civil Rights Act could come into play if confidential information is mishandled. There's also the question of consent. Employees need to know exactly what data is being collected, how it's being stored, and who might access it. If a tool captures emotional disclosures that are later used to shape performance reviews or hiring decisions, that creates ethical and legal exposure. Even with good intentions, things can go wrong if there aren't clear rules in place. What Companies Have Actually Experienced With AI Coaches? What Companies Have Actually Experienced With AI Coaches? Some companies have already rolled out AI coaching tools and discovered just how complicated it can get. Experian introduced an AI coach named Nadia to support manager development. The launch got strong engagement at first, but they quickly ran into security concerns and questions about how the tool would be perceived. Some people feared it would replace human interaction, while others were not sure what would happen with the input they gave. To address this, Experian put guardrails in place and made it clear that Nadia was there to help, not take over. That helped people feel more comfortable using it. Salesforce took a similar approach with their internal tool called Career Agent. It was built to help employees navigate internal job mobility, and it caught on quickly. But the team behind it realized they had to add opt-in features and better data protection controls to avoid scaring people off. They knew that if employees thought the tool might be used to judge them later, they would stop using it. Giving people that level of control made a difference. Should Managers Be Worried About Being Replaced By An AI Coach? Should Managers Be Worried About Being Replaced By An AI Coach? Managers might not be replaced by an AI coach, but they should be paying attention. If your employees feel more comfortable confiding in a chatbot than talking to you, that's a trust issue. Managers don't need to become therapists, but they do need to make space for honest conversations. The AI tools can help uncover what people are feeling, but it's up to real leaders to follow through with empathy and action. That means creating a safe culture where employees don't feel like they have to speak to a bot just to be heard. What Should Leaders Do Before Rolling Out An AI Coach? What Should Leaders Do Before Rolling Out An AI Coach? If you're planning to bring AI coaching into your organization, take a moment to think about what happens after someone opens up. Who sees the data? How is it used? Will the employee ever hear back? Are you ready to protect their privacy? If the answer to any of those is unclear, then the rollout is not ready. The best AI tools build trust by protecting privacy, clarifying boundaries, and supporting real conversations. They should support your managers, not replace them. They should make it easier for people to get help, not harder to speak up. Trust still comes from human relationships. An AI coach can help, but it won't fix a culture that shuts people down. That work starts with leaders who are ready to listen, respond, and follow through. If your people are opening up to AI, it means they want to be heard. The question is, are you ready to listen?
Newsweek
09-07-2025
- Newsweek
The Gen Z Work 'Trend' That's Quickly Become the Internet's Favorite Joke
Based on facts, either observed and verified firsthand by the reporter, or reported and verified from knowledgeable sources. Newsweek AI is in beta. Translations may contain inaccuracies—please refer to the original content. Social media users are amused and horrified by a new Gen Z trend, which many critics argue is a bad sign for the future of work. A post on Fast Company, which has since been updated, explained the idea of "micro-retirement"—frequent and longer breaks from work, which are different than paid time off (PTO). An earlier version of the post, however, called micro-retirement, "one-to-two-week breaks every 12-to-18 months." As one viral post on Reddit's forum r/millennials put it: "We used to just call it vacation." Stock image: Driver and passenger in a car on a road trip. Stock image: Driver and passenger in a car on a road trip. Photo by Jacob Wackerhausen / Getty Images Users React Other Reddit users on r/millennials were similarly concerned by the trend. "Gaslighting to prepare us for never being able to macro retire," one user said, "'But you do so much micro-retiring, it should give you the energy to work until you drop dead in your 80s'." Another person quipped: "You've taken six micro-retirements over the last 15 years, so you've already met your freedom-quota for this lifetime. Thanks for playing." Merriam-Webster offered its own definition of micro-retirements on X, formerly Twitter, with the comment: "'Vacations.' The word is 'vacations'." A Reddit contributor said, "Everything is business speak. Or success-speak oriented around business accomplishment. Or your personal efforts to save for retirement. "Like, bro, what about life and art and family? [...] I just wish that such wasn't so hard on the culture and the arts. "Everything degenerates into a sequel, or the artist having to spend 99% of their time in a hopeless hustle where the extremely business savvy succeed and all the rest of the artists receive pennies for their work." Other users said they had experienced this phenomenon in their own work culture. "I took 10 days of PTO and multiple coworkers asked me if everything was OK," an individual shared, adding, "I said yea, just taking a vacation what's the big deal?" Another person joked: "I micro retire every day for 16 hours after 5:30 p.m." User womandefiner thinks there might be something more sinister at play. I actually think this is correct and the micro retirement thing is a psyop thought up by pr firms. — Paul (@WomanDefiner) July 6, 2025 Burnout and Taking PTO However, Dan Schawbel—best-selling author and managing partner of Workplace Intelligence—told Newsweek that the term "micro-retirement" is more nuanced than simply "vacation time," at least when used correctly. "'Micro-retirement' emphasizes shorter, more frequent periods of mental and physical disengagement that can be integrated into regular routines, rather than just extended breaks," Schawbel said. "It's about proactive emotional recovery and making space for reflection, which are increasingly recognized as essential tools for sustained performance and empathetic leadership. "These intentional pauses are vital for fueling creativity and preventing chronic burnout." 'Strategic component' According to Schawbel, micro-retirement actually aligns well with the modern evolution of work and that employees and employers should see PTO as a "strategic component" of workplace sustainability. "Our research, particularly on redefining productivity and preventing burnout, emphasizes the critical need for integrating movement, strategic thinking and intentional rest into daily work life," Schawbel said. "This shift recognizes that true productivity comes from sustainable practices, not just grinding through tasks." He added that as the relationship between people and artificial intelligence evolves, new team dynamics will be necessary. "This transformation, alongside the prevalence of burnout and diverse work models, underscores the imperative for companies to prioritize employee sentiment and well-being," Schawbel said. "Organizations that foster adaptability, provide clear policies and support intentional rest are building future-ready workforces that can thrive amidst constant change."
