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This nondescript piece of home decor is about the size of a narrow bookshelf, and it looks like a vertical soundbar speaker. In reality, it’s a new home fitness deviceand it hides a gym’s worth of workout machines. Amp is a $1,995 home fitness device that streamlines the clunkiness of a cable-based workout machine into the form of a thin, wall-mounted home accessory. It’s now available to pre-order for $99. Just six feet tall and one foot deep, Amp consists of a vertical mounted bar with a movable arm that pivots off the side and serves as the main workout interface. Unlike the typical gym machine with a stack of weights attached to a cable, Amp’s single cable interface connects to a magnetic resistance motor and electrical driver and can be adjusted to different heights to accommodate everything from bicep curls to squats to lunges. [Photo: Amp] Amp was founded by Shalom Meckenzie, a fitness enthusiast and tech entrepreneur. In 2020, he merged his betting software company SBTech with the sports betting company DraftKings for an undisclosed sum. Driven by the impact of losing his father when he was just 18, Meckenzie knew he wanted his next venture to focus on wellness and fitness. He scoured the market and came upon the idea of creating a workout machine that was more accessible than the large, complex and often ugly devices found in gyms. The starting point for Amp’s fitness device was to build something that “would look like a premium, luxury product,” Meckenzie says. “Not like a fitness device but more something like furniture that will blend into any house.” [Photo: Amp] This is a particular challenge for the multi-functional workout device known as a cable crossover machine, which Amp is intended to replicate, and is among one of the most used devices in any gym. Users can do a wide variety of exercises on this machine, but it’s often an elevator-sized metal cage strung through with cables, pulleys, and large stacks of weights. The solution would need the versatility of a crossover machine without the clunkinessMeckenzie wanted Amp to sit in people’s living rooms, not get tucked away in their basements, while still being useful. “We’ve looked into all of our competitors and we chose one thing. We said we don’t want to look like any of them,” Meckenzie says. [Photo: Amp] About three years ago, he convened a team to devise a different approach. They holed up in a villa for two weeks and started designing prototypes out of cardboard. “I think we built about 25 different mock-ups,” says Shahar Cohen, Amp’s CEO. At the end of this campout design sprint the team members voted on their favorite version of the device. Their selection was unanimous. This prototype became Amp. Amp’s magnetic motor has between five and 100 pounds of resistance, which may seem low for those accustomed to straining against hundreds of pounds of metal weight. Meckenzie says the team designed Amp to optimize how a user works out, not how much weight they can pull. It operates on three different modes that alter the way weight and resistance are used in any given exercise. A fixed mode uses the same amount of resistance for both pulling and releasing the cable. A rubber band-like mode increases the resistance the longer a user pulls on the cable. And “eccentric” mode adds more resistance as the user returns the cable back to its starting point, meaning a 20-pound curl will feel like 30 pounds during the release. [Photo: Amp] With custom-built motors, integrated artificial intelligence, and a companion smartphone app, the device can mimic some of the most common machines found in gyms, and also create entirely new types of workouts based on the needs of the user. “We have a lot of opportunity for different types of resistance that you actually cannot perform with standard mechanical systems,” says Cohen. About 1,000 of Amp’s fitness devices have shipped to customers and installed so far, mostly in Los Angeles, Miami, and New York, and the company expects to ship to other regions in the coming months. The full $1,995 cost includes shipping as well as installation, which Cohen compares to mounting a television. Hitting a relatively low price point was important to Meckenzie, who developed the idea for Amp during the pandemic when people were buying up smart home fitness devices like Peloton, which sell for between $1,495 and $2,495. “For me, it wasn’t interesting to sell a device for $5,000 or $10,000 which will not be accessible to people,” Meckenzie says. “I wanted to do something that has a big impact.”
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E-Commerce
Between the rise of quiet quitting, the evolution of hybrid work, and concerns about artificial intelligence, we live in tumultuous times. In order to retain talent, its important for leaders to adapt to the changing needs of their employee population. This is a particularly large challenge at the moment since it requires understanding and supporting very different groups. There are currently five different generations from all walks of life in the workplace. They have a wide range of preferences when it comes to money management, lifestyle, and retirement goals. Finding ways to better understand and engage with the needs of unique employee segments can enhance recruitment and retainment efforts. In fact, our research shows that 91% of employees would be interested in changing jobs and 89% interested in keeping their jobs to gain access to the financial benefits they need. Below are three ways to increase engagement through workplace benefits while fostering a workplace culture that addresses various employee financial goals and needs. 1. Make sure your benefits meet your employees’ specific needs Fair pay, retirement income, and financial guidance may seem like universal demands, but employees come to the table with varying exposure to workplace benefits or financial planning, not to mention different goalsand thus may require different support. For example, Generation Z officially outnumbered the baby boomer generation in 2024. Many Gen Zers are likely experiencing benefits for the very first time. Meanwhile, the sandwich generationemployees caring for both aging parents and growing childrenis the fastest growing employee segment and likely needs additional support. Additionally, women with children (35%) are about twice as likely as men with children (18%) to say they declined or delayed a promotion due to family obligations. Look for opportunities to provide support for their range of financial needs. For example, student loan repayment programs can help finance an education, emergency savings accounts can prepare your employees for an unexpected expense, and retirement savings vehicles like 401(k) can help your employees reach long-term financial goals. For complex issues, consider connecting your employees with a financial coach or advisor. Our research at Morgan Stanley shows that only about four in 10 diverse high earners use a financial advisor or wealth manager, yet those who do feel more positive about their finances. At the end of the day, keeping pace with the needs and experiences of all employee segments can support a more financially healthy and engaged workforce. 2. Use equity compensation as a retention tool According to our research, equity compensation is growing in popularity: three in four HR leaders (76%) reported that their companies are offering some form of equity compensation, up four percentage points year-over-year, and 12% since 2021. Offering equity compensation can help strengthen teams, attract talent, and keep companies competitive in todays dynamic environment. It gives employees the opportunity to benefit from the company’s success and potentially increase their net worth. Additionally, it motivates employees to adopt a collective mindset and invest in the success of the companyemphasizing the shared purpose of your organization and uniting all employers behind a common goal and culture. The benefits of equity compensation reach beyond the employee: Equity can help you better reach business goals like recruiting top executives to hit a specific target or promoting company values. Our research shows that most HR leaders (95%) and employees (80%) agree that equity compensation is the most effective way to keep employees engaged. 3. Ensure your benefits education program meets different groups where they are Benefits are no use to employees if they dont know about them. Consider diversifying your communication strategy by using multiple channels to meet participants where they are: Data shows that baby boomers tend to prefer to learn about benefits through in-person conversations, Gen X employees through online resources, millennial employees through video and podcast content, and Gen Z employees through social media. Our research shows that most employees (80%) believe their company needs to do a better job helping them understand how to maximize the financial benefits offered. Maintain a thoughtful cadence of communication throughout the year. Use various channels such as SMS text, chats, webinars, conference calls, and virtual meetings. Create a library of educational content such as articles, on-demand videos, and virtual classes on your employee intranet, so that employees can easily locate whats relevant to them. Financial education can help employees connect the dots between their workplace benefits and their individual financial needs.
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E-Commerce
A lot goes through our heads during company restructurings: Will I get laid off? Will my coworkers lose their jobs? What will happen to my workload if my team is affected? But in the wake of such events, if we dont get laid off, we often ignore or dismiss the emotions that linger because we dont feel we deserve to experience them. After all, we kept our jobs, were the lucky ones. Why should we complain or feel upset? However experts say that not addressing this so-called survivors guilt can negatively impact your confidence and productivity moving forward. Those employees who remain, they feel either undeserving of being able to stay, or they feel responsible for their colleagues who lost their jobs, or they just feel kind of an overwhelming sense of guilt and sadness, even though theyre still at the job, says Isha Metzger, a psychologist and cognitive-behavioral therapist specializing in trauma. Theres also often a fear of the unknown among employees who make it out of a major transition unscathed. Its this wrestle in the mind of, Oh man, I got to stay, but now I dont know for how long, says Lisa Rigoli, who worked in human resources for brands such as Target and CarMax before becoming a leadership consultant for individuals and teams navigating change. Luckily these feelings dont have to stick around forever. Heres how to overcome survivors guilt so you can make the most of your situation and come away from the organizational pivot stronger, wiser, and much less overwhelmed. PINPOINT THE WHAT AND WHY OF SURVIVOR’S GUILT Common wisdom says that the best first step to tackling any emotion is acknowledging it. That can be easier said than done, which is why Rigoli recommends asking yourself three pointed questions: What about this experience motivates me? What about this experience triggers me? What are some of my blind spots as a result of this experience? Lets say your boss was let go. You might be motivated by the fact that theres now an opening to step up as a leader, but triggered by the advanced responsibility or skill set that would entail. Meanwhile, your blind spot might be how to go about taking on this new role. When youve identified the things that excite and scare you, you can then begin to take steps toward solving for them. Metzger says labeling how youre feelingwhether hopeless, nervous, angry, or something elsecan also further prepare you for getting what you need to process it effectively, be that talking with a coworker who can comfort you or a family member who can help you decompress. Without being able to first identify and then communicate what it is that you need, its very hard to advocate for yourself, she says, adding that its also okay to acknowledge uncertainty. Empowerment can also look like, I dont even have the feelings, or Im not even able to communicate those feelings right now, and thats why Im coming to you for help. Meeting yourself where youre at, giving yourself grace, and being able to articulate . . . is the best way to get that help that we need, Metzger adds. SET BOUNDARIES You might be tempted to overcompensate for organizational confusion or a lack of resources by working harder or longer hours. Or maybe theres a spoken or unspoken expectation that youll take on more. As much as you can, resist this urge and set clear boundaries. You can give yourself permission to disconnect as needed, Metzger says, noting that this can be as simple as deciding not to check emails after 5 p.m. If now you need to recharge and rest twice as much, make sure that youre doing that as well. With this, its important to get clarity on whom youll now report to, if management has shifted or left the company, as well as who on your team is new to you. Once thats clear, youll be able to form a relationship built on mutual respect for work-life balance and boundaries. The best way to do so? Advocate for yourself early and often. FIND YOUR COMMUNITY Its easy to feel like you have to go it alone in the aftermath of a transitionespecially if your organization tends to promote a dog eat dog culture. But even in the most competitive of spaces its possible, and crucial, to find a community that can support you emotionally. Focus on those allies or those advocates youve already been able to identify, and then . . . if youre asked to take on an extra load, you can go to that ally or that advocate youve identified, and hopefully that will be someone who can protect you, Metzger says. If all your friends or mentors have left, ask them who at the company you could connect with. If there isnt anyone whos currently at your job, you can certainly think about mental health resources that exist, peer support groups that maybe you could find online, Metzger adds. FOCUS ON WHAT YOU CAN CONTROL Survivors guilt often stems from the fact that something happened to us that was out of our control. Moving past it, then, requires us to focus on the things we do have a say on. If youre feeling a loss of control over your workplace, then reframe the narrative in terms of, Okay, I dont have control over my workplace, but what sorts of things do I have control over? I can maybe get involved socially or civically, or even politically. I can make sure that I am staying close with those colleagues who no longer work here. I can make sure that I can contribute positively to the new workplace reality, Metzger says. Just because someone has left your team doesnt mean you cant remain friends, close colleagues, or mentor-mentee. Chances are youll need that person for emotional and career support down the roadand so will they once the smoke clears and theyre ready to make their next moves post-layoff. CONSIDER YOUR NEXT MOVES Sticking around long term, even with the residual feelings that stir up, might be exactly the right move for you. However, in some cases, your survivors guilt could be a sign of something biggerfor example, that youre ready for a new job. This was the case for Rigoli, who faced a restructuring in 2022 that had her reconsidering her career path. It forced me to take a moment to really ask myself, Whats right for me? If I were to stay in that role, how would I feel? And I felt not complete, she says. Or it could mean that you need some extra guidance from a therapist or career coach. If youre having these conversations and you find yourself still ruminating, still worrying, still feeling sad or guilty or hopeless, Metzger says, it never hurts to get that additional professional help.
Category:
E-Commerce
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