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The best thing I can say about Google’s Pixel Watch 4 is that I don’t think about it all that much. Whenever I wear my Apple Watch, it’s kind of a nuisance. Stand up. Breathe. How are you feeling right now? Looks like you’re on a walk. Was that an exercise you just started? Even just regular notifications for emails and text messages can get overwhelming. The Pixel Watch 4 is unintrusive by comparison. While it’s full of fitness tracking features and can put notifications on your wrist, it doesn’t ask for much of your attention in return. In a way, that’s pretty refreshing. Fitness optional My big disclaimer with this review is that I’m not big into quantified health. Filling an activity ring never clicked for me as extrinsic motivation (I blame decades of video games for numbing me to such things), and I don’t need a fitness band to remember whether I went for a swim or walked more than usual. So while the Apple Watch has leaned ever further into fitness features, I’ve felt increasingly alienated from it. Yes, you can turn off the various notifications to get out of your chair, consider some exercise, or focus on mindfulness, but figuring out how to do that is a hassle. It also comes with a pang of guilt: Am I neglecting my health by telling my watch to shut up? [Photo: Jared Newman] The Pixel Watch 4’s fitness features aren’t as aggressive. While it performs all the requisite activity trackingcounting steps, checking heart rate, measuring sleepand can log an array of specific exercises, it never interrupts you to start doing those things. There’s a “Reminders to Move” setting deep within Google’s Fitbit app, but it’s off by default. Google won’t even bother you to start logging an exercise in progress, and will instead wait until afterward to ask whether you want to confirm it or look at a recap. The Pixel Watch 4’s biggest out-of-the-box nag involves stress levels. The watch uses a continuous electrodermal activity sensor to understand when theres sweat on your skin, and combines that with changes in heart rate and skin temperature to pick up on potential stress events. You then get a notification encouraging you to reflect and optionally log how youre feeling. [Photo: Jared Newman] I’m not entirely bothered by this, because the point is to be mindful of something that’s actually happening. Itd be nice if these reminders arrived sooner, though. Too often I get pinged about some anxiety from 10 or 15 minutes earlier and can no longer remember what triggered it. Google still hasn’t shipped the Personal AI Coach that demoed a couple of months ago, so we’ll see if that feature introduces more nuisances. For now, I’m thankful for a watch with fitness features that arise only when you actually want them. Charging is easy and fast Charging is another common annoyance for smartwatches, especially as they push into sleep tracking and discourage overnight charging. Google has solved this problem by making the charging mechanism on the Pixel Watch 4 faster and more convenient. [Photo: Jared Newman] In my testing, a complete charge from dead to 100% took 42 minutes, but it needed only about 15 minutes to get from 25% to 80%. If you use the watch for sleep tracking, you can recharge while getting ready in the morning and still have enough power to get through the day. You’ll also get a helpful notification when the watch is fully charged, though I wish you could tweak the threshold to get an alert at, say, 80%, in case your morning routine doesn’t allow enough time for a full charge. Google also redesigned the Pixel Watch 4 charger so that the watch sits upright in a little groove, with the screen facing out and the crown facing up. If the chargers on your desk or nightstand, this allows the watch to face outward so you can tap the screen to glance at the time. It also allows the charger to rest flat on a table even with a continuous, loop-style watchband. It’s just a smarter design that Apple and every other smartwatch maker ought to copy. Fewer nagging notifications The Pixel Watch 4 has a smart way of handling notifications as well, particularly around sleep. Like most smartwatches, the Pixel Watch 4 lets you set up a sleep schedule that’s synced to your phone, so your wrist doesn’t buzz during bedtime, but it can also use sleep detection to toggle Bedtime mode automatically. This can prevent you from being jolted awake y late-night notifications if you fall asleep early, and can resume notifications if you’re awake earlier than usual. This can backfire if, like me, you sometimes wake up too early and struggle to fall back to sleep, as the watch might disable Bedtime mode during those times of restlessness. Fortunately, you can disable turning Bedtime mode off automatically in the morning and still have it turn on by itself at night (or vice versa). What’s still annoying Most of my Pixel Watch 4 usage is passive. I’ll glance at the time, look at a notification, or get a sense of how I slept, but otherwise will leave the watch mostly alone. Some small annoyances arise, though, when I’m actively trying to use it. For one thing, Google’s Wear OS platform needs better app support. While watch apps tend to be less useful than just taking out your phone, I’ve missed having an MLB app to check scores, along with the “Live Activities” that appear on the Apple Watch for things like fantasy football scores or Uber ride status. (The latter aren’t full-blown apps, but are mirrors of the same feature on the iPhone.) I’ve also struggled with the raise-to-talk feature for Gemini, which is one of the Pixel Watch 4’s hallmark features. While this ought to be the best way to have quick exchanges with Google’s AI, the response to raising your wrist just doesn’t feel snappy enough. Too often it failed to respond at all. Out of the way The Pixel Watch 4 doesn’t fundamentally change what smartwatches can do. It’s obviously nicer than its predecessors, with a higher screen-to-body ratio and brighter display. I appreciate that it’s a genuine breakthrough in smartwatch repairability. But it’s not a huge leap from earlier Pixel Watches or a major departure from what competitors offer. Instead, the Pixel Watch 4 takes the existing smartwatch formula and makes it a little less intrusive. Rather than being another device I have to constantly babysit, it’s mostly just a watch. That’s alright with me.
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E-Commerce
In July, President Trump signed an executive order aimed at expanding access to alternative investments like private equity and cryptocurrency in retirement accounts. The move reflects a broader shift in how Americans think about wealth building and financial freedom, and it is a signal to employers that the future of employee benefits is going to look very different. While crypto may have once seemed fringe or speculative, digital assets have steadily moved into the mainstream. From Fortune 100 companies to institutional investors, the appetite for diversification beyond traditional asset classes is growing. According to a survey by NYDIG, 36% of employees ages 30 and under would be interested in putting a portion of their salary toward Bitcoin; nearly a third of respondents would choose an employer that offers that kind of benefit over one that does not. Today, the question for HR leaders is no longer if crypto should be on the table, it is how to responsibly offer it as part of a modern benefits package. Whether you are crypto-curious or already exploring alternative benefits, 2026 presents a pivotal moment to reevaluate your retirement offerings and meet your workforce where they are. The Shift in Retirement Planning For decades, 401(k)s and employer-sponsored retirement accounts have focused almost exclusively on stocks, bonds, and mutual funds and were the gold standard for most company benefits packages. These traditional assets remain foundational, but they are no longer the full picture. The recent executive order removes some regulatory barriers that have made it difficult for plan administrators to offer alternative investments like crypto. This is particularly relevant for younger, tech-savvy employees. A growing share of Gen Z and Millennial workers are seeking out portfolios that reflect both their values and their appetite for innovation. A recent YouGov study found 42% of Gen Z investors own crypto, which is nearly four times higher than the share (11%) who have a retirement account. For these employees, diversification is not just about returns. It is about autonomy and flexibility and moving away from traditional norms. Why Crypto Deserves a Seat at the Benefits Table Cryptocurrency is continuing to mature, and over the last decade, Bitcoin has delivered a total return of more than 43,000%, compared to roughly 200% for the S&P 500. While volatility remains a key characteristic, digital assets have demonstrated long-term potential as hedges against inflation, vehicles for international wealth transfer, and tools for financial inclusion. Major institutions now offer crypto products and ETFs tied to Bitcoin are increasingly accessible through traditional brokerages. From a benefits perspective, offering crypto access is not about replacing existing options. It is about adding choice. In the same way some employees opt for ESG-aligned investments or Roth versus traditional accounts, digital assets offer a new flavor of personalization in retirement planning that caters to younger demographics. Importantly, this aligns with broader trends. Employees are demanding more modern, self-directed benefits that reflect how they live, spend, and save in the digital age. Acknowledging the Risks and Addressing Them Of course, crypto is not without risks and I always recommend that individuals do their research before opting in. The solution is not to avoid the topic; it is to empower employees with tools and education. Employers exploring crypto-based benefits can take a measured approach. They can consider offering it as an optional investment, not a default. Id also suggest working with vetted providers who prioritize security, compliance, and clear communication. Pairing any offering with robust educational resources, FAQs, and access to financial advisors who can demystify digital assets, is also a great way to boost comfortability. The key is to treat crypto the same way you would any emerging benefit, with transparency, optionality and a commitment to employee well-being. Practical Steps for HR Leaders in 2026 For HR leaders ready to explore crypto benefits, the first step is understanding your workforcedemographics and culture matter. A fintech startup with a younger, more digitally native employee base might see strong engagement with crypto offerings, while a more traditional organization may need to start with education before adoption. Surveying employees to assess their interest in digital assets can be a simple but powerful way to temperature check. The next step is choosing the right partners. Not all crypto providers are equipped to support retirement accounts, so it is critical to work with platforms that prioritize regulatory compliance, custodial protections, and seamless integration with existing 401(k) systems. Some platforms now offer hybrid investment options that allow employees to allocate a portion of their paycheck into select digital assets without leaving the benefits ecosystem they are already using. Transparency is important. Its best to avoid automatically enrolling employees in crypto offerings. Instead, HR teams should provide opt-in structures that come with clear, plain-language explanations of both the opportunities and the risks. Educational webinars, explainer videos, and live Q&A sessions with financial experts can go a long way toward demystifying the space. If your company already hosts financial wellness sessions, this could be a natural extension of that programming. Pilot programs can also be an effective way to start small. For example, a small to medium-size tech company might roll out crypto access to new hires first or limit participation to a single office location. This allows HR teams to collect feedback, monitor engagement, and refine the program before scaling company wide. Finally, do not forget governance. Any new benefit, particularly one tied to emerging financial tools, may need to be incorporated into your companys official investment policy statement and reviewed by legal and compliance teams. Document the process for evaluating and updating these benefits, and make sure employees receive up-to-date risk disclosures and support materials. Crypto does not have to be a wholesale transformation of your retirement program. But offering a responsible, opt-in pathway to digital assets could send a strong message to employees that your company is forward-thinking, flexible, and prepared to meet the evolving financial needs of its workforce. The Future of Financial Benefits Offering access to crypto does not mean veering from traditional assets. It means you are acknowledging the financial lives of your employees are evolving and that your benefits should, too. An important strategy for companies looking to hire smart young talent. As the regulatory landscape continues to shift, employers have a rare opportunity to lead withinnovation. Crypto-based benefits are not a gimmick or a passing trend, they are a signal that your company is preparing for the future of work and the future of wealth. As a leader, make sure you empower your team with the options they need to build a more diversified, resilient financial future.
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E-Commerce
When teachers rely on commonly used artificial intelligence chatbots to devise lesson plans, it does not result in more engaging, immersive, or effective learning experiences compared with existing techniques, we found in our recent study. The AI-generated civics lesson plans we analyzed also left out opportunities for students to explore the stories and experiences of traditionally marginalized people. The allure of generative AI as a teaching aid has caught the attention of educators. A Gallup survey from September 2025 found that 60% of K-12 teachers are already using AI in their work, with the most common reported use being teaching preparation and lesson planning. Without the assistance of AI, teachers might spend hours every week crafting lessons for their students. With AI, time-stretched teachers can generate detailed lesson plans featuring learning objectives, materials, activities, assessments, extension activities, and homework tasks in a matter of seconds. However, generative AI tools such as ChatGPT, Gemini, and Copilot were not originally built with educators in mind. Instead, these tools were trained on huge amounts of text and media drawn largely from across the internet and then launched as general-purpose chatbots. As we started using these tools in our practice as educators, we noticed they often produced instructional materials and lessons that echoed the recite and recall model of traditional schooling. This model can be effective for memorizing basic facts, but it often fails to engage students in the active learning required to become informed citizens. We wondered whether teachers should be using these general-purpose chatbots to prepare for class. For our research, we began collecting and analyzing AI-generated lesson plans to get a sense of what kinds of instructional plans and materials these tools provide to teachers. We decided to focus on AI-generated lesson plans for civics education because it is essential for students to learn productive ways to participate in the U.S. political system and engage with their communities. To collect data for this study, in August 2024 we prompted three GenAI chatbotsthe GPT-4o model of ChatGPT, Googles Gemini 1.5 Flash model and Microfts latest Copilot modelto generate two sets of lesson plans for eighth grade civics classes based on Massachusetts state standards. One was a standard lesson plan and the other a highly interactive lesson plan. We garnered a dataset of 311 AI-generated lesson plans, featuring a total of 2,230 activities for civic education. We analyzed the dataset using two frameworks designed to assess educational material: Blooms taxonomy and Banks four levels of integration of multicultural content. Blooms taxonomy is a widely used educational framework that distinguishes between lower-order thinking skills, including remembering, understanding and applying, and higher-order thinking skillsanalyzing, evaluating and creating. Using this framework to analyze the data, we found 90% of the activities promoted only a basic level of thinking for students. Students were encouraged to learn civics through memorizing, reciting, summarizing and applying information, rather than through analyzing and evaluating information, investigating civic issues or engaging in civic action projects. When examining the lesson plans using Banks four levels of integration of multicultural content model, which was developed in the 1990s, we found that the AI-generated civics lessons featured a rather narrow view of history often leaving out the experiences of women, Black Americans, Latinos and Latinas, Asian and Pacific Islanders, disabled individuals and other groups that have long been overlooked. Only 6% of the lessons included multicultural content. These lessons also tended to focus on heroes and holidays rather than deeper explorations of understanding civics through multiple perspectives. Overall, we found the AI-generated lesson plans to be decidedly boring, traditional, and uninspiring. If civics teachers used these AI-generated lesson plans as is, students would miss out on active, engaged learning opportunities to build their understanding of democracy and what it means to be a citizen. Why it matters Teachers can try to customize lesson plans to their situation through prompts, but ultimately generative AI tools do not consider any actual students or real classroom settings the way a teacher can. Although designed to seem as if they understand users and be in dialogue with them, from a technical perspective chatbots such as ChatGPT, Gemini and Copilot are machines that predict the next word in a sequence based on massive amounts of ingested text. When teachers choose to use these tools while preparing to teach, they risk relying on technology not designed to enhance, aid or improve teaching and learning. Instead, we see these tools producing step-by-step, one-size-fits-all solutions, when whats needed in education is the opposite flexibility, personalization and student-centered learning. Whats next While our study revealed that AI-generated lesson plans are lacking in many areas, this does not mean that teachers should not use these tools to prepare for class. A teacher could use generative AI technologies to advance their thinking. In the AI-generated lesson plans we analyzed, there were occasional interesting activities and stimulating ideas, especially within the homework suggestions. We would recommend that teachers use these tools to augment their lesson-planning process rather than automate it. By understanding AI tools cannot think or understand context, teachers can change the way they interact with these tools. Rather than writing simple, short requests Design a lesson plan for the Constitutional Convention they could write detailed prompts that include contextual information, along with proven frameworks, models and teaching methods. A better prompt would be: Design a lesson plan for the Constitutional Convention for 8th grade students in Massachusetts that features at least three activities at the evaluate or create level of Blooms Taxonomy. Make sure to incorporate hidden histories and untold stories as well as civic engagement activities at the social action level of Banks four levels of integration of multicultural content model. Our study emphasizes the need for teachers to be critical users, rather than quick adopters, of AI-generated lessons. AI is not an all-in-one solution designed to address the needs of teachers and students. Ultimately, more research and teacher professional development opportunities are needed toexplore whether or how AI might improve teaching and learning. Torrey Trust is a professor of learning technology at UMass Amherst. Robert Maloy is a senior lecturer of education at the University of Massachusetts. This article is republished from The Conversation under a Creative Commons license. Read the original article.
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E-Commerce
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