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We are living through an AI revolution. Boards are green-lighting pilots and buying AI licenses to maximize employee productivity. However, the most powerful performance lever in the modern workplace isnt algorithmic, its human. When people are happier at work, they create, collaborate, and stay. When they arent, the best tech in the world wont stop the value from leaking out of your organization. Gallup estimates that low employee engagement drains $8.9 trillion from the global economy, roughly 9% of the worlds GDP. Engagement also slipped globally in 2024, a reminder that culture is moving in the wrong direction for many firms. Happiness isnt soft, its a productivity system that can be measured. A well-known Oxford study found that happier workers are 13% more productive, based on a six-month analysis of thousands of BT (British Telecommunications) contact-center employees. And, at WorkL, the employee engagement platform I founded, drawing on millions of survey responses across more than 100 countries, we see a striking pattern: National workplace-happiness scores map closely to national productivity. Happier teams are higher-performing teams. AI can shrink a task, but only people can grow a business. In organisations with high trust and a positive mental health culture, AI accelerates learning and frees time for higher-value work. In cultures defined by fear or fatigue, AI simply compresses the day, raises targets, and intensifies burnout. The sustainable edge therefore comes from engineering happiness first and then letting technology amplify it. Consider the working week and how this can impact workplace happiness, productivity, and commercial success. In the UKs four-day-week pilot, featuring 61 companies including 2,900 employees, firms reported a 35% average revenue increase, 57% lower attrition, and 92% intended to continue the model. Theres no doubt that considering employee happiness, will help boost the success of a business. I call it happy economics. Six steps to workplace happiness and how to execute them Leaders often ask me Where do we start? After decades of managing large teams and now measuring workplace experience at scale, I recommend my six steps to workplace happiness. These are business disciplines that both employers and employees should be following. Reward and recognitionPay must be fair and transparent, or nothing else lands. But dont wait for annual reviews to say thank you. Build weekly recognition rituals tied to outcomes, not “presenteeism.” Managers should set and co-set clear goals with their teams so recognition feels earned and specific. Information sharingLack of sharing breeds rumor and disengagement. Adopt a show the work cadence where a monthly all-hands meeting includes reviewing real metrics, a working roadmap, and team-level dashboard for all to see. When people understand context, customers, competitors, and constraints, they make better decisions without escalation. EmpowermentEmpowering employees means involving them in decision-making, valuing their ideas, and integrating their feedback into the company’s strategies. Everyone brings unique experiences and perspectives to the table, and only by considering all views can a team achieve the best possible outcome. While individuals may not be perfect, together, the team can be. Well-beingEmployee well-being encompasses physical, emotional, and financial health. Addressing all three areas leads to improved engagement and productivity. A positive workplace culture can reduce absenteeism, as engaged employees tend to be healthier and more committed. Instilling prideEmployees who take pride in their work and workplace naturally become advocates, sharing their positive experiences with colleagues, potential hires, customers, and the community. Their pride will be evident when they talk about where they work. Building this sense of pride goes beyond motivational talks or performance reviews, it’s about cultivating an environment where employees truly enjoy and take pride in their roles. Job satisfactionA range of factors influence job satisfaction, but two stand out; opportunities for personal growth and the quality of the employee-manager relationship. Employees are an organisations greatest asset, and high engagement is essential for success. Research shows that respectful treatment and trust between employees and leadership are key drivers of satisfaction. Poor relationships with managers are often the top reason employees leave, regardless of the company’s brand strength What to do right now If happiness is the revolution, implementation must be practical. Three moves any company can make immediately: Set a happiness baseline. Run a brief, anonymous pulse survey covering the six steps above, and segment by team and manager. Commit to sharing the results and to two actions per team within 30 days. At WorkL weve seen that transparency alone lifts scores on information sharing and empowerment. Redesign one work practice for time and trust. Kill or cap status meetings; publish written updates instead. Pilot quiet hours or no-meeting blocks. Fund wellbeing like a growth initiative. Choose one high-impact intervention, manager mental-health training, access to counselling, and measure outcomes. The finance case is robust; employers typically recoup multiple dollars per dollar invested. Now add technology back in. When teams are trusted, recognized, and resourced, AI becomes a force for good for the health of the business. Ways of working are adopted and kept because employees helped design them, reskilling lands because its wrapped in conversations with employees, and experimentation flourishes because failure isnt punished. In unhappy cultures, by contrast, AI can magnify control and anxiety. Leaders dont have to choose between AI and happiness. Engineer happiness first, through reward, information, empowerment, well-being, pride, and job satisfaction, and then let AI amplify the human advantage youve built. That is the real workplace revolution. And its one you can start today.
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E-Commerce
This is a column about a helpful trick that will radically improve your memory with minimal effort so you can learn faster. But before I get to the science behind the technique and how it can help you in business, indulge me for a minute in explaining why I was so thrilled to discover it. Learning as an adult is hard. For the past 10 years, I have lived abroad on a small Greek-speaking island. Therefore, I have been trying to learn modern Greek. This, dear reader, has felt roughly like beating my head against a brick wall for a decade. Ive gathered advice on how to speed up language learning, hired a tutor, made flashcards, tried apps, and embarrassed myself countless times flubbing my words in front of bemused locals. When my Greek remained passable at best, I consoled myself by reading up on just how hard it is to learn new skills as an adult, particularly new languages. I am, in short, in desperate need of any method that will help me shove more grammar and vocabulary into my head and help it stay there. As an entrepreneur, you might not be trying to master past perfect verb declensions. If you are, you have my sympathies. But perhaps youre trying to learn to code, pass a professional exam, or just retain more of what you read. If so, let me introduce you to the 2-7-30 Rule. The neuroscience of improving your memory. The scientific underpinnings for this rule arent new. Neuroscientists have long understood that, when it comes to our brains, forgetting isnt a bug. Its a feature. As University of California, Davis memory researcher and author of Why We Remember Charan Ranganath has explained, Although we tend to believe that we can and should remember anything we want, the reality is we are designed to forget. We naturally forget older memories our brains deem less important in order to make room for newer, more valuable information. Memory is, essentially, a competitive process, according to Ranganath. All the way back in the 1880s, German psychologist Hermann Ebbinghaus studied this propensity to forget and visualized the phenomenon with his “forgetting curve.” It falls steeply at first, showing that our retention of information plummets in the first few days after we learn it. Then rates of recall flatten out. After a month, people tend to remember only 20-30 percent of what they were first taught. A representation of the forgetting curve showing retained information halving after each day. Image: Icez/Courtesy Wikimedia Commons The power of spaced repetition. So if our brains are naturally wired to refuse to remember the gender of Greek nouns, the shortcuts for that new software tool, or the exact wording of that key regulation, what can be done about it? Ebbinghaus recommended something called spaced repetition. Recalling information tags it as more important in your brain, helping it win the competition for your limited memory space. Thats why your teachers back in high school nagged you to review material multiple times before tests and avoid a single cram session the night before. Studying thats spaced out vastly improves memory and recall. Instantly improve your memory with the 2-7-30 Rule. Thats the theory. How do you put it into practice? Writing on Medium recently, another adult language learner named Hillel suggested a fabulously simple trick to put Ebbinghauss insight to use. He calls it the 2-7-30 Rule. Heres the basic idea: When youre trying to learn new material, test yourself by trying to recall it two, seven, and 30 days after you initially learn it. The intervals were based on the Ebbinghaus curve and my capacity for retaining information (discovered through trial and error), he explains. For Hillel, this meant making lists of Spanish vocabulary and then testing himself by translating them back and forth from English at the two-, seven-, and 30-day marks. But this technique isnt limited to learning foreign languages. You can write a one-page summary after finishing the book and schedule review dates 2, 7, and 30 days in the future, he suggests. Rewrite the summary without checking your notes and see how well you do. Give yourself a memory upgrade. I have to admit, my eyes lit up when I read about Hillels trick. One of the few techniques that has helped me remember more Greek is a similar procedure of quizzing myself on vocabulary over time, but I always did this in an ad hoc manner. Hillels method structures the idea into a clear procedure with a catchy acronym. He even suggests setting yourself calendar reminders on the second, seventh and 30th day so you dont miss a session. If theres something youd like to remember, give the 2-7-30 method a try. Nearly 150 years of science (and the testimony of at least two frustrated language students) say it will radically improve your memory with a minimum of effort. By Jessica Stillman This article originally appeared on Fast Company‘s sister publication, Inc. Inc. is the voice of the American etrepreneur. We inspire, inform, and document the most fascinating people in business: the risk-takers, the innovators, and the ultra-driven go-getters that represent the most dynamic force in the American economy.
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Want more housing market stories from Lance Lamberts ResiClub in your inbox? Subscribe to the ResiClub newsletter. Zillow economists use an economic model known as the Zillow Market Heat Index to gauge the competitiveness of housing markets across the country. This model looks at key indicatorsincluding home-price changes, inventory levels, and days on the marketto generate a score showing whether a market favors sellers or buyers. Higher scores point to hotter, seller-friendly metro housing markets. Lower scores signal cooler markets where buyers hold more negotiating power. According to Zillow: Score of 70 or above = strong sellers market Score from 55 to 69 = sellers market Score from 44 to 55 = neutral market Score from 28 to 44 = buyers market Score of 27 or below = strong buyers market Nationally, Zillow rates the U.S. housing market at 52 in its August 2025 reading, published this month. That said, Zillows reading varies significantly across the country. !function(){"use strict";window.addEventListener("message",function(a){if(void 0!==a.data["datawrapper-height"]){var e=document.querySelectorAll("iframe");for(var t in a.data["datawrapper-height"])for(var r,i=0;r=e[i];i++)if(r.contentWindow===a.source){var d=a.data["datawrapper-height"][t]+"px";r.style.height=d}}})}(); Among the 250 largest metro-area housing markets, these 20 are the HOTTEST markets, where sellers have the most power: Rochester, New York 153 Buffalo, New York 107 Hartford, Connecticut 90 Syracuse, New York 90 Albany, New York 82 Charleston, West Virginia 81 Poughkeepsie, New York 80 San Francisco 79 Norwich, Connecticut 79 Binghamton, New York 76 New York City 74 San Jose, California 74 Bridgeport, Connecticut 74 Springfield, Massachusetts 73 Canton, Ohio 73 Kingston, New York 73 Providence, Rhode Island 72 Lansing, Michigan 71 Manchester, New Hampshire 71 Boston 70 Among the 250 largest metro-area housing markets, these 20 are the COLDEST markets, where buyers have the most power: Jackson, Tennessee 8 Terre Haute, Indiana 10 Macon, Georgia 20 Lafayette, Indiana 21 Florence, South Carolina 22 Gulfport, Mississippi 25 Longview, Texas 27 Beaumont, Texas 29 Brownsville, Texas 30 Naples, Florida 30 Lubbock, Texas 30 Asheville, North Carolina 31 Waco, Texas 31 Daphne, Alabama 31 Panama City, Florida 31 Hickory, North Carolina 32 Bowling Green, Kentucky 33 Gainesville, Florida 34 Punta Gorda, Florida 34 McAllen, Texas 35 Does ResiClub agree with Zillows assessment? Directionally, I believe Zillow has correctly identified many regional housing markets where buyers have gained the most powerparticularly around the Gulfas well as markets where sellers have maintained (relatively speaking) somewhat of a grip, including large portions of the Northeast and Midwest. Based on my personal housing analysis, I consider Southwest Florida the weakest/softest chunk of the U.S. housing market. Not too far behind are pockets of Texas, Colorado, and Arizona markets, which have also seen a bigger buildup in resale inventory and unsold new-build spec inventory. In my view, many West Coast markets are softer right now than Zillows analysis suggests, in particular the areas that have recently seen big jumps in active inventory for sale. What did this Zillow analysis look like back in spring 2021 during the Pandemic Housing Boom? Below is Zillows August 2021 readingpublished in September 2021.
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