We have been secretly, for the last 18 months, been designing a completely new user interface. And that user interface builds on Apple’s legacy and carries it into the next century. And we call that new user interface Aqua, because it’s liquid. One of the design goals was that when you saw it you wanted to lick it. But it’s important to remember that this part came several minutes after outlining Mac OS X’s underlying architecture. Jobs began talking about Mac OS X by stating its goals, then the architecture used to attain those goals, and then there was a mention of how the new OS looked.

Sure, a lot has changed in the technology landscape over the past twenty years, but the Mac OS X introduction in 2000 is almost disarming in how clearly and precisely focused it is. It is framed in such a way that you understand Jobs is talking about a new powerful tool. Sure, it also looks cool, but it feels as if it’s simply a consequence of a grander scheme. A tool can be powerful in itself, but making it attractive and user-friendly is a crucial extension of its power.

But over the years (and to be fair, this started to happen when Jobs was still CEO), I’ve noticed that, iteration after iteration, the focus of each introduction of a new version of Mac OS X shifted towards more superficial features and the general look of the system. As if users were more interested in stopping and admiring just how gorgeous Mac OS looks, rather than having a versatile, robust and reliable foundation with which to operate their computers and be productive.

What some geeks may be shocked to know is that most regular people don’t really care about these changes in the way an application or operating system looks. What matters to them is continuity and reliability. Again, this isn’t being change-averse. Regular users typically welcome change if it brings something interesting to the table and, most of all, if it improves functionality in meaningful ways. Like saving mouse clicks or making a multi-step workflow more intuitive and streamlined.

But making previous features or UI elements less discoverable because you want them to appear only when needed (and who decides when I need something out of the way? Maybe I like to see it all the time) — that’s not progress. It’s change for change’s sake. It’s rearranging the shelves in your supermarket in a way that seems cool and marketable to you but leaves your customers baffled and bewildered.

This yearly cycle forces Apple engineers — and worse, Apple designers — to come up with ‘new stuff’, and this diverts focus from fixing underlying bugs and UI friction that inevitably accumulate over time.

Microsoft may leave entire layers of legacy code in Windows, turning Windows into a mastodontic operating system with a clean surface and decades of baggage underneath. Apple has been cleaning and rearranging the surface for a while now, and has been getting rid of so much baggage that they went to the other extreme. They’ve thrown the baby out with the bathwater, and Mac OS’s user interface has become more brittle after all the changes and inconsistent applications of those Human Interface Guidelines that have informed good UI design in Apple software for so long.

Meanwhile the system hasn’t really gone anywhere. On mobile, iOS started out excitingly, and admittedly still seems to be moving in an evolving trajectory, but on the iPad’s front there has been a lot of wheel reinventing to make the device behave more like a traditional computer, instead of embarking both the device and its operating system in a journey of revolution and redefinition of the tablet experience in order to truly start a ‘Post-PC era’.

An operating system is something that shouldn’t be treated as an ‘app’, or as something people should stop and admire for its æsthetic elegance, or a product whose updates should be marketed as if it’s the next iPhone iteration. An operating system is something that needs a separate, tailored development cycle. Something that needs time so that you can devise an evolution plan about it; so that you can keep working on its robustness by correcting bugs that have been unaddressed for years, and present features that really improve workflows and productivity while building organically on what came before. This way, user-facing UI changes will look reasonable, predictable, intuitive, easily assimilable, and not just arbitrary, cosmetic, and of questionable usefulness.

LinkedIn, Reddit, and Blind abound with enraged job applicants and employees sharing tales of how difficult it is to book paid leave, how Kafkaesque it is to file an expense, how nerve-racking it is to close out a project. "I simply hate Workday. Fuck them and those who insist on using it for recruitment," one Reddit user wrote. "Everything is non-intuitive, so even the simplest tasks leave me scratching my head," wrote another. "Keeping notes on index cards would be more effective." Every HR professional and hiring manager I spoke with — whose lives are supposedly made easier by Workday — described Workday with a sense of cosmic exasperation.

If candidates hate Workday, if employees hate Workday, if HR people and managers processing and assessing those candidates and employees through Workday hate Workday — if Workday is the most annoying part of so many workers' workdays — how is Workday everywhere? How did a software provider so widely loathed become a mainstay of the modern workplace?

This is a saying in systems thinking: The purpose of a system is what it does (POSIWID), not what it fails to do. And the reality is that what Workday — and its many despised competitors — does for organizations is far more important than the anguish it causes everyone else.

In 1988, PeopleSoft, backed by IBM, built the first fully fledged Human Resources Information System. In 2004, Oracle acquired PeopleSoft for $10.3 billion. One of its founders, David Duffield, then started a new company that upgraded PeopleSoft's model to near limitless cloud-based storage — giving birth to Workday, the intractable nepo baby of HR software.

Workday is indifferent to our suffering in a job hunt, because we aren't Workday's clients, companies are. And these companies — from AT&T to Bank of America to Teladoc — have little incentive to care about your application experience, because if you didn't get the job, you're not their responsibility. For a company hiring and onboarding on a global scale, it is simply easier to screen fewer candidates if the result is still a single hire.

A search on a job board can return hundreds of listings for in-house Workday consultants: IT and engineering professionals hired to fix the software promising to fix processes.

For recruiters, Workday also lacks basic user-interface flexibility. When you promise ease-of-use and simplicity, you must deliver on the most basic user interactions. And yet: Sometimes searching for a candidate, or locating a candidate's status feels impossible. This happens outside of recruiting, too, where locating or attaching a boss's email to approve an expense sheet is complicated by the process, not streamlined. Bureaucratic hell is always about one person's ease coming at the cost of someone else's frustration, time wasted, and busy work. Workday makes no exceptions.

Workday touts its ability to track employee performance by collecting data and marking results, but it is employees who must spend time inputting this data. A creative director at a Fortune 500 company told me how in less than two years his company went "from annual reviews to twice-annual reviews to quarterly reviews to quarterly reviews plus separate twice-annual reviews." At each interval higher-ups pressed HR for more data, because they wanted what they'd paid for with Workday: more work product. With a press of a button, HR could provide that, but the entire company suffered thousands more hours of busy work. Automation made it too easy to do too much. (Workday's "customers choose the frequency at which they conduct reviews, not Workday," said the spokesperson.)

At the scale of a large company, this is simply too much work to expect a few people to do and far too user-specific to expect automation to handle well. It's why Workday can be the worst while still allowing that Paychex is the worst, Paycom is the worst, Paycor is the worst, and Dayforce is the worst. "HR software sucking" is a big tent.

Workday finds itself between enshittification steps two and three. The platform once made things faster, simpler for workers. But today it abuses workers by cutting corners on job-application and reimbursement procedures. In the process, it provides the value of a one-stop HR shop to its paying customers. It seems it's only a matter of time before Workday and its competitors try to split the difference and cut those same corners with the accounts that pay their bills.

Workday reveals what's important to the people who run Fortune 500 companies: easily and conveniently distributing busy work across large workforces. This is done with the arbitrary and perfunctory performance of work tasks (like excessive reviews) and with the throttling of momentum by making finance and HR tasks difficult. If your expenses and reimbursements are difficult to file, that's OK, because the people above you don't actually care if you get reimbursed. If it takes applicants 128% longer to apply, the people who implemented Workday don't really care. Throttling applicants is perhaps not intentional, but it's good for the company.

n order for designers to do high-quality design work, they need to work at companies that truly understand design. Here’s the catch though, there’s a tiny amount of such companies out there.

They treat it as something that makes things look pretty, so they hire UI designers to do UX design for them.

Whenever Facebook changes its interface, it has an impact on how millions of people communicate. In this sense, user interfaces are cultural artefacts.

be inspired by the untapped potential of human capabilities. Don't just extrapolate yesterday's technology and then cram people into it.

In other words, when Kylie Jenner posts a petition demanding that Meta “Make Instagram Instagram again”, the honest answer is that changing Instagram is the most Instagram-like behavior possible.

The first trend is the shift towards ever more immersive mediums. Facebook, for example, started with text but exploded with the addition of photos. Instagram started with photos and expanded into video. Gaming was the first to make this progression, and is well into the 3D era. The next step is full immersion — virtual reality — and while the format has yet to penetrate the mainstream this progression in mediums is perhaps the most obvious reason to be bullish about the possibility.

The second trend is the increase in artificial intelligence. I’m using the term colloquially to refer to the overall trend of computers getting smarter and more useful, even if those smarts are a function of simple algorithms, machine learning, or, perhaps someday, something approaching general intelligence.

The third trend is the change in interaction models from user-directed to computer-controlled. The first version of Facebook relied on users clicking on links to visit different profiles; the News Feed changed the interaction model to scrolling. Stories reduced that to tapping, and Reels/TikTok is about swiping. YouTube has gone further than anyone here: Autoplay simply plays the next video without any interaction required at all.