The best time for tech workers to unionize was 20 years ago, when they had plenty of leverage. The second-best time is now, when they don’t.

Mass layoffs, AI-driven displacement, corporate surveillance, workplace disillusionment have created conditions that have made organizing compelling for tech professionals. But the federal labor board that has historically protected workers’ right to organize has been weakened, and the companies that once feared it are openly defying it.

Here’s how organizers and labor experts describe the pros and cons to organizing — and how you can get started.

This is Part 2 of a series on tech worker unionization. Also see Part 1: “A brewing battle: More IT workers want unions. The industry doesn’t.”

What unions can — and can’t — do for you

The single biggest benefit of a union contract for most tech workers isn’t pay — it’s protection against arbitrary termination, especially in the wake of recent mass layoffs in tech. In the United States, nonunion “at-will” workers can be fired at any time without a stated reason, while unionized workers negotiate protections written into their contracts.

“That fear of the company letting you go for anything at any time…with a union they just can’t do that,” says Zak Thompson, a senior software engineer at Kickstarter and union steward at Kickstarter United. Now that Kickstarter employees are unionized, people are less worried that saying something negative will result in termination.

“I’ve been shocked at the willingness of my co-workers to speak up against what they see as poor or controversial business decisions,” Thompson says.

Beyond job security, unions can deliver concrete material gains. Kickstarter United was formed in 2020, although getting there wasn’t easy: two employees were fired during the organizing campaign — which itself became a galvanizing event. And while the union hasn’t been able to prevent layoffs, it did negotiate better terms: four months of severance pay and four to six months of continued health insurance, versus the two to three weeks per year of work that management had initially proposed.

Other benefits include a four-day work week; AI protections; a minimum pay floor; and standards for raises, promotions, and time off for the company’s 59 employees.

Unions can give tech workers a voice in decisions that affect their daily work — including how AI tools are deployed. “Nobody I’ve spoken to is against new technology or getting trained in it,” says Max Belasco, a business systems analyst at the University of California Los Angeles School of Law and co-chair of the UCLA chapter of the University Professional and Technical Employees/Communications Workers of America (UPTE-CWA) Local 9119.

“But when new technology is being implemented, we want to know: what’s the five-year vision, the 10-year vision? Are we implementing this in a way that betters staffing, increases efficiency, or eases the lives of people already working? Or are we trying to take away jobs, automate people out of their pension or paycheck?” Belasco says.

The challenges are real. Tech professionals are less inclined to leave their jobs in the current market because wages haven’t been increasing as fast as they once were, and it can take longer to land another job.

“Tech moved from a very tight labor market in 2022 (1.85% unemployment rate) to a noticeably weaker one in 2024–2026 (3.49%),” although that’s still better than the national unemployment rate of 4.36% through May of this year, says Liya Palagashvili, senior research fellow and director of the Labor Policy Project at the Mercatus Center at George Mason University.

Flexibility is a concern. The more substantive challenge, raised by economists including Palagashvili, is that traditional union contracts impose uniform terms across an entire bargaining unit, limiting the flexibility that many tech workers — and their employers —currently enjoy. Tech firms need to move fast, adjusting teams, products, and roles on the fly.

“Collective bargaining agreements can make those adjustments much more difficult, whether by making them slower, costlier, or inconsistent with the contract,” she says.

Workers skeptical of unions in a survey of 1,900 tech professionals conducted by the career site Blind cited specific concerns: that unions are “not meritocratic,” “prevent innovation,” and “hold back earnings of top performers.”

Thompson from Kickstarter United pushes back: “We have nothing in our contract about ‘you can’t bend down and pick up a piece of trash because that’s someone else’s job.’ The company is free to give bonuses and individual raises as much as they like. This is all just up to the people who are bargaining the contract from the union side.”

Organizing carries potentially serious personal risks. During negotiations for a second three-year contract in 2025, Kickstarter United went on strike for 42 days. A few months later, the company announced layoffs.

“They let go strong union leaders, including a person who had bargained our last contract,” Thompson says. The union appealed, and the issue is now going to arbitration.

If you form a union, don’t expect much support from the National Labor Relations Board, the agency that certifies US labor unions and protects workers’ right to organize, in terms of prosecuting complaints of unfair labor practices, Thompson warns. “We’re in a political moment in this country with a pretty weakened NLRB. You have to be ready to organize and withhold worker power without any guarantee of safety.”

Organizers are up against an enormous union avoidance industry. Organizers can expect fierce pushback as soon as the business discovers that organizing is underway.

“There’s a multi-billion-dollar industry in union avoidance,” says Alan McAvinney, a Google software engineer and organizing chair, Alphabet Workers Union-CWA, a 1,400-member minority union of Alphabet employees. (Google is a subsidiary of Alphabet.)

US employers spend roughly $1.7 billion a year on union avoidance consultants and law firms, according to a May 2026 report by the Economic Policy Institute and LaborLab.

Expect hardball tactics. Management may play hardball during the time between when organizers announce their intention to unionize and the actual vote. For example, management can threaten to fire foreign-born workers in the US on H-1B visas if they support the union. Those workers would then have just 60 days to find a new sponsoring employer or lose their H-1B status, according to a recent Tech Workers Coalition blog post.

And at venture capital-backed startups, investment agreements sometimes require management to attest there is no union activity — meaning a public organizing drive can trigger funding withdrawal. Or, if a unionized company is acquired, the new management can dissolve the union overnight by reclassifying unionized workers as new hires.

With these sobering facts in mind, here is how organizers who have done it describe the process of creating a union.

Step 1: Start a conversation with your co-workers

At the University of California, a two-tier system had evolved where some tech workers were unionized and some weren’t, Belasco says. Management created new titles that fell outside the union even though they had similar job descriptions and responsibilities to those in the union. Those nonunion employees received lower pay and benefits than their unionized peers, which created resentment and instability.

Belasco and other organizers wanted to eliminate that division by bringing everyone under the same contract. But when they began their unionization drive, “the biggest barrier we faced wasn’t management opposition — it was that people felt this was just the best-case scenario realistically available: ‘We have this job at the university, we have concerns about automation and layoffs, but what can we really do about it?'” he says.

The antidote to that fatalism, organizers say, is simple: “Just start talking to your immediate co-workers. Are they experiencing the same challenges you are experiencing?” says McAvinney. “There’s no need to start talking about a union at this point.”

Just get a consensus and start building a group of like-minded individuals, Thompson advises. “Always start with one-on-one conversations, and that’s what you should do the whole time. That’s the key to organizing,” he says.

Tech workers often think they’re a special case, says Thompson, and therefore that unionization isn’t a good fit. “You’re not special. You are a company of workers, you are organizing, and there is a playbook for that. Trust the process, because it tends to work pretty well,” he says.

Step 2: Who’s on board, and who’s not? Map your workplace, but keep it quiet

Once there’s a consensus, continue to grow your network. Keep a list of everyone you’ve spoken with and note their disposition: “Is this person union-friendly or anti-union? Would they be a strong organizer?” Thompson says.

Maintaining secrecy early on is essential, because anti-union tactics will start immediately, and that can stop union organizing before it can gain momentum.

“Generally, employers do not want to share power with their workforce,” McAvinney says. Employers will deploy every means at their disposal to stop organizing efforts and peel away potential yes votes.

“If you look at historical examples, having 70% approval before the employer finds out about you results in a high percentage of wins when you actually cast the vote. Historically, that’s an effective buffer,” he says.

There’s a real threat of firing and layoffs. The traditional tech worker belief that job mobility makes collective action unnecessary is now being tested by a tighter job market, McAvinney says, noting that workers who many believe were fired for speaking out back in 2019 were a galvanizing factor in his union’s formation.

“You generally don’t want to be in a situation where the employer feels comfortable firing everyone. Part of that is thinking from a cynical standpoint about what the consequences would be to the employer if they did fire everyone,” he says.

One-on-one conversations that include personally asking co-workers to keep conversations confidential are key to keeping things quiet, Belasco says. When 2,100 UC tech workers voted to unionize in May, 96% voted in favor. To stay out of earshot of managers, avoid employee surveillance tools, and sidestep conference calls that could be recorded, organizers met with workers in their homes.

“That tactic is probably what made the difference between winning the election and getting the majority we got,” he says.

Step 3: Find the right union affiliation or go it alone

“Running a campaign against major employers requires the resources and expertise of the larger labor movement, even if workers publicly present as independent,” says Kate Bronfenbrenner, director of labor education research and senior lecturer emeritus at Cornell University’s School of Industrial and Labor Relations.

Options include the Communications Workers of America (CWA), Service Employees International Union (SEIU), and the Office and Professional Employees International Union (OPEIU), among others. Another resource, the Tech Workers Coalition (TWC), provides training on organizing tactics, AI-in-workplace issues, and contract negotiation, and can match workers to the right unions for their needs.

The Alphabet Workers Union decided early on to affiliate with CWA. “They gave us a bunch of support early on in our campaign with no strings attached,” McAvinney says.

Kickstarter is organized through OPEIU, Thompson says. “They’ll usually have resources and staff that can help you through the next steps: collecting signatures in support of a union, bringing that to management, holding a vote — the more formalized things that interact with US labor law. They’ll also help with organizing along the way,” he says.

For workers at institutions where a union already exists, there may be a faster path. Organizers at UCLA did what’s called a “unit modification,” aligning with UPTE. By organizing under UPTE, the workers didn’t have to negotiate a new contract from scratch — they joined an already-negotiated contract covering existing UPTE tech members, which put them in “a much stronger position” than starting fresh, Belasco says.

Step 4: Choose your union model: majority vs. pre-majority or minority

Assess what’s practical for your organizing effort. In a majority union, more than 50% of all workers in a defined bargaining unit must vote to join the union through an NLRB-supervised election in the private sector, or a Public Employment Relations Board (PERB)-supervised election for public sector workers.

The NLRB must certify the union, which then operates under its legal protections. This means, for example, that the employer must bargain, negotiated contracts are enforceable, violations must go to the NLRB or arbitration, and workers can’t be dismissed without just cause.

A pre-majority or minority union is a minority labor organization operating without NLRB protections or collective bargaining agreements. “Pre-majority means that workers are able to demonstrate majority support — through signed cards, petitions, a walkout, or everyone wearing solidarity T-shirts — without going through a formal election,” Bronfenbrenner says.

The Alphabet Workers Union-CWA (AWU-CWA) formed as a pre-majority union because achieving majority status across a globally distributed workforce of over 100,000 was not a realistic near-term goal. “An underground model where you try to reach 70% support across a workforce of over 100,000 people isn’t realistic,” McAvinney says.

A pre-majority union can still make a difference, he says. For example, the Alphabet Workers Union-CWA convinced management to offer voluntary exit packages — buyouts — prior to announcing layoffs.

For smaller organizations, a majority union may be the more practical option — it’s more attainable, McAvinney says. “I don’t think [the pre-majority union model] is the correct thing to do in all situations. I certainly would not recommend it to a 200-person shop.”

Kickstarter, which had fewer than 100 employees, was able to form a majority union, with 55% voting to organize.

Ultimately, says McAvinney, “there’s no inflection point where you go from being able to win nothing to winning everything, even with a contract and a supermajority. But the more people you have who are willing and able to fight for what they want, the more you’ll be able to get.”

Step 5: Who should — and should not — be in your union?

Belasco’s situation at UCLA illustrates a broader strategic choice that every organizing campaign must make. He had been in a union position in educational technology when he was told his role would be reclassified as a non-union position.

“I was given a choice: apply to the new non-union position to continue doing the work I’d trained for, or stay in my union position doing service desk work I wasn’t used to,” he says. “Essentially, it was a choice between job security and career progression.”

Belasco joined a “wall-to-wall” union, which represents a broad range of university professional and technical employees across the UC system rather than a single job category, such as engineers or tech professionals.

Kickstarter United is another example of a wall-to-wall union. “It’s not just the engineers who are unionized, but also customer support, designers — everyone,” Thompson says.

Wall-to-wall unions are more powerful, but they’re also more difficult to achieve. Under US labor law, “professionals have to vote separately on whether they want to be combined with other workers,” says Bronfenbrenner. “You can never have a wall-to-wall unit without giving professionals the chance to decide whether they want to be separate.”

The law’s “professional employees” category includes roles like software engineers and developers but not necessarily others. For example, customer support specialists and QA analysts would fall into the “non-professional workers” category.

“For decades, the pattern was either to organize everybody except the engineers, or manage to organize the engineers and fail to bring in everybody else — neither of which builds real worker power,” says Simone Robutti, an organizer with Tech Workers Coalition Global, an international branch of TWC based in Berlin.

Step 6: You won the vote. Get ready for what comes next

Winning a union vote means having a seat at the table, says Thompson. “Once the workers have come together and agreed they want that seat, you bring that to management, and they have a chance to voluntarily recognize a union,” he says.

But in most cases employers contest the results, which must be certified by the NLRB or PERB. That process, in which the employer uses various tactics to challenge the legitimacy of the outcome, can take weeks or months.

Unfortunately, the legal framework that is supposed to protect workers during this process has been significantly weakened in the last few years. In a potentially more ominous development, SpaceX, Amazon, Trader Joe’s, Starbucks, and the University of Southern California have in separate legal actions challenged the constitutionality of the NLRB, arguing that the agency’s structure violates the separation of powers. The Fifth Circuit Court of Appeals upheld injunctions against the NLRB in SpaceX’s case in August 2025 — a serious challenge to the agency’s authority.

In the meantime, some companies may disregard negotiated contracts, which can lead to lengthy legal appeals or extended arbitration.

“The NLRB can still force an election, but it can’t force a contract, and companies are saying they simply won’t comply,” Bronfenbrenner says. This is where the expertise and resources of affiliation with a major union can help, she adds.

As a result, contract negotiations can take far longer than workers might expect. At Kickstarter, for example, two years and four months elapsed from the time of the union vote to the first contract, and that was at a 59-person company with a relatively cooperative employer. At larger companies with more aggressive legal teams, the timeline will be longer.

Forming a union is hard work, Robutti says. “It’s not a service you pay for and they protect you. It doesn’t happen spontaneously, and it doesn’t happen magically. It’s the choice to take responsibility for improving your workplace.”

See Part 1: A brewing battle: More IT workers want unions. The industry doesn’t.

Widgets, widgets, widgets. Has there ever been an Android feature so full of promise that went unloved by Google for so very long?

Okay, so maybe there has been — erm, lots of times, actually. But even so, Android’s widgets system is a perfect example of an exceptional advantage that Google basically buried, abandoned, and left on the brink of extinction up until its overdue revival in 2021’s Android 12 update. (And that revival, by the way, happened for no apparent reason whatsoever. Just a totally random, unprompted change of heart after a decade of indifference. Riiiiiiiiight.)

Google may have given up on widgets for a while, but the good news is that (a) they’re back, baby — still now, more than ever, even in our overly AI-obsessed 2026 timeline — and (b) the Android developer community keeps chuggin’ along and coming up with ever-more creative new ways to embrace widgets beyond what Google itself sees fit to give us. That means no matter what Android version your favorite phone is running, you can step up your own Android widget game and give yourself some fresh and fruitful paths to make the most of your phone’s framework.

Here, my dear, are some fantastic beyond-the-basics ways to put your favorite Android widgets to use and change the way you get stuff done on your phone. 

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Android widget enhancement #1: The on-demand home screen pop-up

Widgets are a wonderful way to interact with all sorts of info without ever having to open up apps, but having too many widgets can quickly lead to a cluttered and overwhelming home screen.

Well, here’s a neat way to give yourself the benefit of a widget while still maintaining a neat and minimal space for working: An excellent app called Popup Widget lets you create an on-demand pop-up widget (get it?!) that looks like a regular ol’ icon on your home screen but then loads any widget you want when tapped.

See?

You can even get really wild and set up a single icon that opens multiple widgets at the same time — like your inbox and your calendar together:

Not bad, right?

Popup Widget costs two bucks and doesn’t require any special permissions or manners of access. And it’s pretty simple and self-explanatory to set up: Once you install and open the app, it’ll walk you through adding in whatever pop-up widgets you want. You can choose the name and even the icon associated with each one along with its precise placement on your screen and how much the screen behind it should dim when it’s loaded.

The app will offer to add the shortcut directly onto your home screen for you then, or you can also find all of your Popup Widget creations by pressing and holding the main Popup Widget icon in your app drawer.

Alternatively, if you’re already using a custom Android launcher like Smart Launcher or Niagara, you can find similar options for summoning widgets on demand within their settings — no separate apps even required.

And that, my widget-loving wallaby, is but our first winning widget possibility.

Android widget enhancement #2: The on-demand universal pop-up

If you like the idea of having a widget on demand but would rather have it be available to summon from anywhere instead of just from your home screen, this next wacky widget option is just the thing for you.

It comes from a spectacular app called Edge Gestures, which works in conjunction with Popup Widget to take that same concept and make it universally accessible. (I told ya it was wacky!)

When you first install Edge Gestures, the app will prompt you to enable it as a system accessibility service and to grant it the ability to display over other apps. These permissions sound scary — and they should! — but in the case of this specific utility, they’re absolutely appropriate and necessary in order for it to operate. The former is the only way an app is able to create a custom system-wide gesture, which we need for this setup to work its magic, and the latter is how your widget is able to be shown on top of whatever else you’re doing.

(If you’re at all worried, note that Edge Gestures doesn’t request any other significant system permissions. Beyond that, it’s reputable, it’s been around for quite a long while, and it has a large number of overwhelmingly positive reviews.)

Where were we? Oh, right: Once you’re inside the Edge Gestures configuration area, you’ll be able to select exactly what gesture you want to use for pulling up your widget. I’d think carefully about finding something that won’t interfere with anything else, like the system-level Android gestures, and that’ll be convenient to access without being a command you’re likely to trigger by mistake.

So, for instance, you might make the gesture a simple swipe downward along the left side of your screen. To do that, you’d find the “Swipe down” option within the app’s “Left” tab, and you’d set it to “Popup Widget” — and then create or select whatever Popup Widget item you want. And remember: You can select one widget or multiple widgets, too.

Prepare yourself for some serious oohing and ahhing:

As you can see, this opens up a whole new world of mobile multitasking potential. I mean, really: How could you not love that?!

The final thing worth doing is going into all the other gesture options in that same configuration area and tapping “Clear” for each of ’em to get rid of Edge Gestures’ default actions. I’d also go into whichever side of the screen you aren’t using — left or right — and tap the toggle to turn the gestures for that side off entirely. That way, you won’t inadvertently activate any gestures that you don’t actually want or need.

Edge Gestures costs $2 to use.

Android widget enhancement #3: The physical key call

Next, here’s an interesting twist on that same on-demand Android widget idea: You can make any widget especially easy to access from anywhere without even having to mess around with any on-screen swiping by setting one of your phone’s physical keys as a trigger for the widget’s appearance.

I’ll give you a second to catch your breath and process the sheer splendor of that sorcery.

Back? Cool. So, the key to this feat (har har) is the combination of the aforementioned Popup Widget and a handy Android contraption called Key Mapper — which makes it easy to map your phone’s physical keys to all kinds of crazy custom actions.

In this case, we’ll set it up so that pressing and holding one of your volume keys causes whatever widget you want to be summoned, like so:

Pretty nifty, no?

I’ve got step-by-step instructions for making this happen in this separate guide.

Android widget enhancement #4: The floating bubble

If you like the notion of having a widget always available but aren’t so keen on the hidden gesture concept, an app called Overlays will let you create a small floating bubble that you can position anywhere on your screen and then tap to pull any widget up when you want it — just like with Android’s recently revived Bubbles multitasking system, only compatible with any Android device and version and with the simplicity of a widget instead of the complexity of an entire app.

Check it out:

By default, Overlays gives you a bunch of its own little widgets to choose from, but the real power comes from adding in widgets from the Android apps you actually rely on. To do that, tap the “Triggers” tab at the bottom of the Overlays configuration area, then tap the red plus button in the lower-right corner of the screen. Select “Manual,” then type in whatever name you want for your widget and tap the icon to pick any icon you like.

Tap “Save,” then select “Widget” and find the widget you want from the list. At that point, you’ll see a preview of the widget. Move or resize it if you like, then hit the arrow in the upper-left corner of the screen to exit out of that interface. Last but not least, tap the name of your newly made widget on the screen that comes up next to change its status to “Always on.”

As soon as you head out of the app and back to your home screen, your fancy new widget should pop right up. All you’ve gotta do is tap the little downward-facing arrow in its corner to minimize it down to a bubble, which you can then press and hold to move anywhere your widget-worshipping heart desires.

Overlays can also create widgets that automatically appear based on context — so you could have something show up every time you connect to a certain Bluetooth device or Wi-Fi network, for instance. To explore those options, just follow the same steps from above but pick “Event” instead of “Manual” when you reach the “Triggers” tab configuration.

Overlays is free with an optional $4 in-app upgrade that removes some ads from the configuration tool and unlocks a handful of advanced features.

Android widget enhancement #5: The widget stack

Last but not least in our collection of wacky Android widget possibilities is one of my favorite widget wonders — and that’s the ability to stack multiple widgets and then swipe between ’em on your home screen without having ’em take up any extra space.

Check it out:

This enhancement presents a bit of a choose-your-own-adventure-style path:

First, if you’re using a reasonably recent Samsung Galaxy gizmo, the option is should already be present and available in your standard Samsung home screen setup. Just press and hold any open space on your home screen and then select the option to add a widget — then, once the widget is added, press and hold it and look for the “Create stack” command.

With any other Android gadget — or even with a Samsung device, if you want extra options and flexibility — you can use a custom Android launcher like the aforementioned Smart Launcher or Niagara as well as the retro-geeky T9-themed Key Launcher I introduced to you earlier this summer.

Those launchers replace your phone’s entire home screen environment and give you all sorts of interesting new possibilities for optimizing your interface and making it especially well-suited for you. And the stacked widget feature is just one small sliver of what they offer and how they’ll transform your Android experience.

So there ya have it: five wacky, wild, wonderful ways to make widgets even more wow-inducing. Some days, you’ve just gotta love Android and the endless customization, control, and power it provides.

Put even more Googley goodness in your noggin with my free Android Intelligence newsletter — one exceptional new thing to try every Friday!

Nearly five decades after the launch of VisiCalc, AI is reshaping one of the world’s most familiar productivity tools — the humble spreadsheet.

While a lot of knowledge workers interact with spreadsheets on a regular basis, many lack the skills and confidence to access more advanced functions.

“For a very long time, spreadsheets forced you to learn spreadsheet syntax and spreadsheet ways of working,” said Eric Birnbaum, director of product management for Google Sheets. “But think about how many people need to use spreadsheets at work and don’t have the skill set to create the kinds of spreadsheets that can be really helpful for them.”

The addition of artificial intelligence can help handle that issue, he said, making the software more accessible to a wide range of office workers. “AI is unlocking the power of spreadsheets, taking on a lot of the difficult work that’s required to use them. That can be incredibly empowering for users,” said Birnbaum.

Google has steadily expanded generative AI (genAI) capabilities in Sheets since launching Duet AI — now Gemini — for Workspace in 2023.

Gemini in Sheets is available at no extra cost to Google Workspace subscribers, though a paid AI Expanded Access add-on – costing $30 per user each month – is required to remove certain usage limits.

Features that have rolled out in recent months include the ability for a Gemini agent in Sheets to carry out multi-step actions such as formatting, analysis and data entry, and, more recently, the ability to create entire spreadsheets from a single prompt. A Fill with Gemini feature builds on the existing AI function, enabling users to automatically populate selected cells by detecting intent from information within a spreadsheet as well as from the web.

Another feature, Sheets Canvas (currently available in alpha), lets users generate interactive apps that update in real-time based on changes to spreadsheet data. This could be a kanban board for a sales pipeline, for instance, or an analytics dashboard that uses Sheets as its back-end data source. 

Google claims users already see a range of benefits from Gemini in Sheets. According to an August 2025 survey of 200 Sheets users conducted by the company, the majority of knowledge workers (89%) said AI features in Sheets save them at least an hour a week, and 88% believe AI features have made them more confident in their data analysis skills. 

The most popular AI use cases include creating spreadsheets and charts, analyzing data, and fixing broken formulas. How widely these features are actually used is unclear; Google declined to provide weekly usage statistics for Gemini in Sheets.

As the company embeds Gemini deeper into Sheets, questions remain about just how much businesses can trust AI tools to handle important business data, as well as what increased automation means for those who spend much of their day wrangling data. 

Computerworld recently talked with Birnbaum about the potential benefits and challenges of the latest evolution of spreadsheet software. This interview has been condensed and edited for clarity.

As businesses become more focused on seeing value from AI investments, what measurable benefits are customers seeing from Gemini in Sheets – for example, time saved or other forms of return on investment? “Spreadsheets remain one of the universal languages for businesses, and we don’t anticipate that’s going to change anytime soon. But by bringing AI into the product where people work, we think it can significantly reduce the technical tax of data: the time spent understanding it, sourcing it, analyzing it, visualizing it.

“Historically, data professionals spent — let’s estimate it at 80% of their time — on the mechanical groundwork, data cleaning, crafting formulas, formatting, troubleshooting, and maybe only 20% of their time on actual strategic decision-making.

“We think that by offloading the manual, time-consuming, error-prone data work to Gemini, we can flip that ratio a bit, so humans can focus on the things that really matter: the high-value questions to ask and the judgment calls and decisions that get made from them. We’re starting to see evidence of that in our own user base and customer base.

“The second point to make is that AI can democratize data analysis to some extent, and make it available to many more users. For so many years, the spreadsheet was a gatekeeper; if you couldn’t speak the rigid language of spreadsheet formulas, you couldn’t extract the value from data. But by introducing these natural language interfaces, AI is separating the analytical capability from the technical literacy. 

“If you can ask the right questions, or describe what you want in plain language, Gemini and Sheets can help you achieve your goals in a spreadsheet, even if you have minimal spreadsheet skills yourself.

“What we’ve seen so far from users and customers is that it’s incredibly empowering for people who might have been scared off by data analysis or dreaded opening spreadsheets in the past. You don’t need to go and wait for a data analyst to help you; you can go and do this work yourself in a spreadsheet.”

The flip side is, how confident can businesses be if more junior employees can take on higher-level analysis tasks by relying on AI? Given the propensity for AI models to hallucinate, to what degree can businesses trust that these tools won’t introduce errors into important business data? “It’s something we spent a ton of time thinking about. We’ve gone to great lengths to build these AI tools to collaborate with you, to show their work, explain what they did, and make sure that you can take over where they leave off.

“Our Sheets agent, for example, lays out a really explicit, transparent plan for you to review and approve before any data manipulation happens. It’s designed to do that in plain natural language in a way that the average user could understand, and then it gives you back that final summary, so you know exactly what it did and where it did it.

“The other thing is that the model is great at explaining things. If you inherit a spreadsheet that has some complex formula that you don’t understand, for example, the model does an amazing job of explaining how it works and what it’s doing.

“In many ways AI is not only making these features more accessible, but helping users feel more confident in the output. Human error is an inherent risk in manual data management, with or without AI. One misplaced comma or broken cell reference can completely corrupt an entire financial model, and it can be completely undetected. 

“Our approach with AI in Sheets is to create this deliberate verification loop. You now have another spreadsheet expert working along with you, reducing the likelihood of these mistakes.”

Even if humans produce errors too, does it ultimately come down to accountability when AI is involved? “Our point of view here is that AI should be partnering with the knowledge worker who’s doing the work here. And everything that we’ve built is designed to be that partner. You might be able to offload tasks to the model, but we’re citing sources, we’re providing plans and explanations. We’re ultimately relying on the user to do that final verification.

“We spend a humongous amount of time focused on quality. We know that for AI to be useful in spreadsheets, it has to be reliable. When we launched Sheets Gemini Agent, for example, we were really proud that we set a state-of-the-art benchmark on the full SpreadsheetBench data set, which at the time exceeded competitors and near-human expert ability. 

“But we know quality is never ‘good enough’ or done. We’re constantly working to improve quality for our users and customers, and for the use cases where they’re relying on AI most.”

What potential do you see for more agentic functionality in Gemini Sheets — for example, bringing in data from other sources, creating recurring reports, or taking more actions independently? “We’re listening closely to customers and users and building what they’re telling us they need. The agent is already capable of doing very complex multistep workflows, and we see users discover that the agent is extremely capable of doing end-to-end spreadsheet tasks. In terms of connectors, in an alpha we have connections available to HubSpot, Salesforce, and Mailchimp. We hope to expand that over time.

“There’s no path to have AI replacing analysts. I think AI is giving analysts more time back to actually do the more valuable parts of their job. Analysts that I work with are way more productive and impactful than they ever were before, because they can push that uninteresting spreadsheet grunt work off to the model, freeing up time for more interesting and impactful work.

“A great example: the visualizations I’m getting back from analysts nowadays are canvases instead of static charts that I can explore myself. It’s way more informative and useful than what I was accustomed to before.”

Looking ahead, do you expect a larger share of spreadsheet work to be carried out by agents, with humans setting goals and reviewing results? What will be the biggest change in how people use spreadsheets with AI? “The tasks are likely to stay similar and the use cases for spreadsheets are likely to continue to be relevant. The biggest change will be the ability to push the uninteresting spreadsheet grunt work off to a model and free up time for the user to do things that are more impactful, more interesting, more meaningful to the business.

‘Spreadsheets have historically been these like static containers where data goes to rest. I think AI can turn spreadsheets into these dynamic, localized software applications. And I do actually think this sort of changes the game for how people might use spreadsheets moving forward. 

“It’s not just a passive grid full of numbers; spreadsheets are evolving to become these live, long-lived, collaborative applications. Employees can build these on the fly, like a basic CRM or supply chain dashboard in seconds. This is an area of investment for us moving forward, and we’re really excited to see how this evolves.”

AI assistants and agents, such as ChatGPT or Claude, might be able to analyze spreadsheet files and business data without users working inside a spreadsheet application. What do you think will keep Sheets central to the workflow, rather than simply making it one part of a wider AI-driven process?“We’re in constant touch with customers and users; it’s clear work is still happening in spreadsheets. I think spreadsheets remain incredibly popular tools. If we can bring the AI capabilities users need directly into the product where they already are, we’ll transform the way they work.  

“I think we can be the front-end for some of this great AI innovation and the products that users are accustomed to today. Everything we build is guided by user feedback: users are telling us right now they want AI to help them do their everyday or more complex tasks, and they’re starting in Sheets today.”