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UX designers and product designers have very similar jobs. They both arrange digital parts. They both use Figma more than other designers do. And, according to a recent Fast Company analysis of design job listings, they start out with pretty much the same entry-level salary, around $70,000 a year. But as their careers progress, those salaries diverge. Among job postings asking that a candidate have between four and five years of experience, the average salary offered for UX designers was about $123,720, while the salary for product designers was $149,850. By the time these types of designers reach more developed stages of their careers, requiring at least eight years of experience, UX designers are offered an average of about $153,920, while product designers can earn $197,579. Thats about 28% more for product designers. !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}}}))}(); UX design vs. product design To understand what might be driving the discrepancy in salary between UX and product designers over the course of their careers, it is helpful to look at differences in the actual duties that each type of worker performs, and how their careers typically progress. A UX designer is responsible for the feel and flow of a product, e.g. the user experience, while a product designer oversees both visual elements of an app or website and what types of features it should even have to begin with. Alexander Benz, a UX designer, product manager, and CEO of Blikket, a design and development agency for DTC brands, explains that people who start out as UX designers tend to go on become UX managers, involved in the production of a products design system, or they become other kinds designers. But as product designers develop in their careers, they begin branching out into other parts of the business, interfacing with stakeholders from across the organization. When you get into the product, he says, then you also have a bigger responsibility to . . . [take] in the ideas from stakeholders and manage more people in the whole process.” For example, while a UX designer might create a flowchart and visual style for a money transfer feature in a banking app, the product designer is closer to the metal, helping determine what components the app’s feature should actually containDoes it save a list of past transfer recipients? Does it autocomplete input fields?and so on, while considering the feature’s broader success metrics and technical constraints. “I think that is where the salary difference comes in. UX designers everywhere Another factor that could be contributing to the salary discrepancy is supply. There are simply more UX designers today than product designers. This may be because UX design boot camps, such as General Assembly and Springboard, proliferated in the 2010s, when interest rates were low, capital was cheap, and a new startup was seemingly being born every minute. These young companies all needed tech-savvy designers on staff to create their wireframes and user journeys, and boot camps minted them. Boot camps are based on the notion that certain jobs require practicing and perfecting a mostly fungible set of best practices that can be deployed to any client. Boot camps are accessible, cheaper than college or graduate school, and have created hundreds of thousands of additional workers in their respective fields. But while there were many boot camp options for budding UX designers, no such counterpart emerged for product designers. There is no oversupply, Benz says. Instead, product designers occupy roles in their companies that are more difficult to delineate. Their jobs require technical and soft skills that take more than a few months to master. There is no crash-course curriculum in product design. More good news for product designers Product designers are enjoying an extra advantage right now. Because their jobs cant be codified into a standard set of steps and principles, they are largely protected from LLMs. As language models become more sophisticated at performing junior- and, increasingly, senior-level coding tasks, they are threatening all sorts of jobs in tech. Its the jobs that LLMs dont understand that are arguably safest. In other words, the very qualities that make UX designers a target for easy boot camps also make them a target for AI. And the job description of a product designerthe fact that the role involves constant communication with individuals inside and outside an organizationmeans that it is relatively more protected from automation. For UX designers who might be looking for both a salary boost and a shovel to dig an anti-automation moat around their careers, it’s a great time to pivot. This article is part of Fast Company‘s continuing coverage of where the design jobs are, including this year’s comprehensive analysis of 170,000 job listings.
Category:
E-Commerce
Marcus leads a team of eight direct reports, and Jennifer is his star employee. While the other seven team members struggle to complete tasks on time or in the way Marcus asks for them, Jennifer seems to ace any task shes given. She asks questions when shes unclear and owns up to her mistakes. Any time the other employees mess up, Marcus wishes he could clone Jennifer seven times and save himself the hassle. Sound familiar? You may not be able to clone your star employees, but you can help your team replicate the cognitive habits of people like Jennifer to build the skill of accountability across your team. At the NeuroLeadership Institute, weve spent the past year reverse-engineering what accountable people do from a cognitive perspective. Quite literally, weve asked, what are the cognitive habitsthe habits of mindof people who do this well? Three have come into focus: syncing expectations, driving with purpose, and owning ones impact. In short, accountable people get clarity in what theyre supposed to do, execute tasks deliberately and intentionally, and learn from the outcomes they produce, whether good or bad. 3 HABITS OF ACCOUNTABILITY When people attend to these habits in the course of their work, we call it proactive accountability. That is, they see accountability as a way to grow, develop, and innovate. They take ownership of their responsibilities and learn from their mistakes. Proactive accountability stands in contrast to punitive accountability, a practice in which leaders create environments of fear, blame, or punishment that hinder learning and growth, as well as permissive accountability, in which leaders assume performance issues will simply work themselves out. Sync expectations A major factor in cultures with low accountability is a mismatch in expectations. The manager thinks the team member will do one thing, but the team member thinks theyre supposed to do something else. Disappointment and broken trust follow. In the brain, unmet expectations are processed as error signals. Levels of the neurotransmitter dopamine drop, sapping motivation and causing us to feel frustrated or angry, which forces us to adjust our expectations. When expectations are met, however, there is no error signal, dopamine levels hold steady, and trust and satisfaction remain strong. The first habit of proactive accountability, Sync expectations, involves the employee getting clear about whats expected of them. This is an important first step because shared understanding is the foundation of being effective. In the brain this is represented by a temporary synchronization of neural activity, known as neural synchrony. Relationship building During neural synchrony, neurons in both peoples brains are firing in the same patterns because their minds are processing information in nearly identical ways. For this to happen, both people need to discuss and eliminate any potential misunderstandings before moving forward. Syncing expectations also has benefits for relationships at the end of the project because fulfilled expectations breed trust, while unmet expectations erode trust. When two teammates sync expectations up front, they make an investment in sustaining the relationship long-term. Tactic: Encourage your team to sync expectations by communicating in a way thats succinct, specific, and generous (SSG). SSG communication uses a narrow focus to support working memory (succinct); it uses visual, explicit language to enhance processing (specific); and its tailored to create ease of understanding (generous). Its not Get me this report by 5 p.m.rather, its Email me this report by 5 p.m. Eastern Time, and please attach the report as a PDF. SSG communication creates clarity, which promotes synchrony and aligns expectations. Drive with purpose Once the leader and employee have synced expectations, the employee must own the responsibility to execute the task at the highest level. Highly effective people often do this by connecting the goal at hand to a higher purpose, and then working to create the right outcomes with that purpose in mind. Purpose ignites motivation. When we know why were asked to do something, and we can see how the work creates a meaningful impact, were more intrinsically motivated to act. Compared to extrinsic motivators, such as money and status, intrinsic rewards, like a sense of accomplishment or mastery over a task, are much more powerful. Consciously or not, effective people find deeper meaning in their work to summon the energy to keep pushing. They also act deliberately, rather than hastily, investigating as many possibilities as they can and assuming almost nothing. In addition, they check their biases to avoid making rash judgments. Since cognitive biases act as mental shortcuts, they pose risks for an employee completing a task effectively. Someone who acts with an expedience bias, for instance, might move too quickly and miss a crucial part of the work. Tactic: Help your employees identify the impact this work will have on them. Perhaps the project is an opportunity for them to build a new skill or to contribute to an important organizational goal. Asking questions that elicit a clear why will help the employee form a stronger sense of purpose and ownership over their work. Own the impact Accountability doesnt just involve getting things done as expected; it means seeing how those actions play out going forward. Even the best laid plans can produce unexpected results. Accountable leaders own their teams impact, regardless of peoples positive intentions, and then they devise new plans to keep pushing toward success. Proactive accountability requires us to maintain a growth mindset, or the belief that mistakes are chances to improve rather than signs of incompetence. When people always seem to get things done, its because theyre not getting mired in failure or basking in success. They may pause to experience their emotions, but ultimately theyre focused on achieving the next set of goals in front of them. Tactic: The most important time for leaders and team members to own their impact is when things dont go as planned. Help your team apologize well by following (and modeling) a three-step approach: taking responsibility, saying how youll fix things, and asking for others input. Choosing to learn from our mistakes preserves trust and promotes growth: two outcomes that sit at the heart of proactive accountability. DEMYSTIFYING ACCOUNTABILITY With these three habits, Marcus feels more empowered to help his team build the skill of accountability. Jennifer may have a natural talent for getting things done at a high level, but theres no secret to her efficacy. When a new project comes her way, she merely goes through the prescribed steps that neuroscience shows will naturally produce accountability. It will take time to develop the behaviors of proactive accountability and make them habits. But with the right focus, you can help everyone on your team, including yourself, become the kind of person who meets or exceeds expectations in whatever they do. What seems like magic will really just be brain science at work.
Category:
E-Commerce
It has been five years since May 25, 2020, when George Floyd gasped for air beneath the knee of a Minneapolis police officer at the corner of 38th Street and Chicago Avenue. Five years since 17-year-old Darnella Frazier stood outside Cup Foods, raised her phone, and bore witness to nine minutes and 29 seconds that would galvanize a global movement against racial injustice. Fraziers video didnt just show what happened. It insisted the world stop and see. Today, that legacy continues in the hands of a different community, facing different threats but wielding the same tools. Across the United States, Latino organizers are raising their phones, not to go viral but to go on record. They livestream Immigration and Customs Enforcement raids, film family separations and document protests outside detention centers. Their footage is not merely content. It is evidence, warningand resistance. Here in Los Angeles where I teach journalism, for example, several images have seared themselves into public memory. One viral video shows a shackled father stepping into a white, unmarked van as his daughter sobs behind the camera, pleading with him not to sign any official documents. He turns, gestures for her to calm down, and blows her a kiss. In another video, filmed across town, Los Angeles Police Department officers on horseback charge into crowds of peaceful protesters, swinging wooden batons with chilling precision. In Spokane, Washington, residents form a spontaneous human chain around their neighbors mid-raid, their bodies and cameras erecting a barricade of defiance. In San Diego, a video shows white allies yelling Shame! as they chase a car full of National Guard troops from their neighborhood. The impact of smartphone witnessing has been immediate and unmistakablevisceral at street level, seismic in statehouses. On the ground, the videos helped inspire a No Kings movement, which organized protests in all 50 states on June 14, 2025. Lawmakers are intensifying their focus on immigration policy as well. As the Trump administration escalates enforcement, Democratic-led states are expanding laws that limit cooperation with federal agents. On June 12, the House Oversight Committee questioned Democratic governors about these measures, with Republican lawmakers citing public safety concerns. The hearing underscored deep divisions between federal and state approaches to immigration enforcement. BREAKING: ICE raid and community resistance in front of Home Depot in Paramount, California.— Jeremy Lindenfeld (@jeremotographs.bsky.social) 2025-06-07T18:27:17.850Z The legacy of Black witnessing Whats unfolding now is not newit is newly visible. As my research shows, Latino organizers are drawing from a playbook that was sharpened in 2020 and rooted in a much older lineage of Black media survival strategies that were forged under extreme oppression. In my 2020 book Bearing Witness While Black: African Americans, Smartphones and the New Protest Journalism, I document how Black Americans have used mediaslave narratives, pamphlets, newspapers, radio and now smartphonesto fight for justice. From Frederick Douglass to Ida B. Wells to Darnella Frazier, Black witnesses have long used journalism as a tool for survival and transformation. Latino mobile journalists are building on that blueprint in 2025, filming state power in moments of overreach, archiving injustice in real time, and expanding the impact of this radical tradition. Their work also echoes the spatial tactics of Black resistance. Just as enslaved Black people once mapped escape routes during slavery and Jim Crow, Latino communities today are engaging in digital cartography to chart ICE-free zones, mutual aid hubs and sanctuary spaces. The People Over Papers map channels the logic of the Black maroonscommunities of self-liberated Africans who escaped plantations to track patrols, share intelligence and build networks of survival. Now, the hideouts are digital. The maps are crowdsourced. The danger remains. Likewise, the Stop ICE Raids Alerts Network revives a civil rights-era tactic. In the 1960s, organizers used wide area telephone service lines and radio to circulate safety updates. Black DJs cloaked dispatches in traffic and weather reportscongestion on the south side signaled police blockades; storm warnings meant violence ahead. Today, the medium is WhatsApp. The signal is encrypted. But the messageprotect each otherhas not changed. Layered across both systems is the DNA of the Negro Motorist Green Book, the guide that once helped Black travelers navigate Jim Crow America by identifying safe towns, gas stations, and lodging. People Over Papers and Stop ICE Raids are digital descendants of that legacy. Where the Green Book used printed pages, todays tools use digital pins. But the mission remains: survival through shared knowledge, protection through mapped resistance. The People Over Papers map is a crowdsourced collection of reports of ICE activity across the U.S. [Screenshot: The Conversation U.S.] Dangerous necessity Five years after George Floyds death, the power of visual evidence remains undeniable. Black witnessing laid the groundwork. In 2025, that tradition continues through the lens of Latino mobile journalists, who draw clear parallels between their own communitys experiences and those of Black Americans. Their footage exposes powerful echoes: ICE raids and overpolicing, border cages and city jails, a door kicked in at dawn and a knee on a neck. Like Black Americans before them, Latino communities are using smartphones to protect, to document and to respond. In cities such as Chicago, Los Angeles, and El Paso, whispers of ICE is in the neighborhood now flash across Telegram, WhatsApp, and Instagram. For undocumented families, pressing record can mean risking retaliation or arrest. But many keep filmingbecause what goes unrecorded can be erased. What they capture are not isolated incidents. They are part of a broader, shared struggle against state violence. And as long as the cameras keep rolling, the stories keep surfacingilluminated by the glow of smartphone screens that refuse to look away. Allissa V. Richardson is an associate professor of journalism at USC Annenberg School for Communication and Journalism. This article is republished from The Conversation under a Creative Commons license. Read the original article.
Category:
E-Commerce
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