The future of work is changing fast. Future Focus cuts through the noise with three trends each week that matter most to HR and business leaders. When everything else is in flux, stay focused with Future Focus.
Yet Another Recession Indicator Is Flashing as Consumer Confidence Declines Sharply in September (Fortune)
What to Know: Consumer confidence fell in September, with the Expectations Index dropping to 73.4 — well below the 80 recession-warning threshold — as views on business conditions and job availability weakened. Inflation expectations eased to 5.8% but remain high relative to actual inflation, and a federal shutdown may delay the release of official data, prompting decision-makers to rely on less reliable private indicators.
Where to Focus: Softening consumer confidence often translates into slower spending, which in turn puts pressure on companies’ revenue and, eventually, impacts hiring plans. The current government shutdown also raises forecasting uncertainty, increasing the stakes for near-term planning, investor communications, and scenario readiness.
Get Ready for a New Addition to the C-Suite (Quartz)
What to Know: Companies are exploring adding a chief longevity officer (CLO) to align strategy, workforce design, and benefits with longer, multistage careers and multi-generational teams. While still nascent, CLOs — and equivalent roles embedded in HR, strategy, or well-being — aim to convert longevity and demographic shifts into measurable business advantages.
Where to Focus: Demographics are reshaping talent economics. Organizations that intentionally design for longer work lives — through skills renewal, phased careers, knowledge transfer, and modernized benefits — will outperform on retention, productivity, and institutional resilience as experienced talent becomes harder to replace.
Would You Work ‘996’? The Hustle Culture Trend Is Taking Hold in Silicon Valley. (The New York Times)
What to Know: The “996” ethos — which involves working 9 a.m. to 9 p.m., six days a week — was popularized in China and is resurfacing in the U.S. tech sector, especially in the AI space. Anecdotal signs from job postings and weekend activity are pointing to longer workweeks. Advocates frame it as commitment and urgency; critics warn that it’s exclusionary, fuels burnout, and revives a workaholic norm.
Where to Focus: Culture is a competitive differentiator — and a risk vector. An arms race for longer hours can undermine inclusion, brand, and sustainable performance, especially for caregivers and underrepresented talent; leaders who balance intensity with health, equity, and outcomes will win the talent market without sacrificing velocity.
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