Product designers are embracing how users actually feel after years of pushing flat and sleek
5 min
The tyranny of touch screens may be coming to an end.
Companies have spent nearly two decades cramming ever more functions onto tappable, swipeable displays. Now buttons, knobs, sliders and other physical controls are making a comeback in vehicles, appliances and personal electronics.
In cars, the widely emulated ultra-minimalism of Tesla’s touch-screen-centric control panels is giving way to actual buttons, knobs and toggles in new models from Kia , BMW ’s Mini, and Volkswagen , among others. This trend is delighting reviewers and making the display-focused interiors of Tesla and its imitators feel passé.
Similar re-buttonisation is occurring in everything from e-readers to induction stoves.
Perhaps the most prominent exponent of this button boom is the company that set us lurching toward touch screens in the first place. Apple added a third button it calls the “action button” to its full slate of new iPhone 16s unveiled this month, after introducing the feature on its upscale Apple Watch Ultra and Pro-model iPhones over the past couple of years. It also added a button-like “camera control” input on the iPhone’s side.
As Apple shows, companies aren’t just rediscovering buttons, they’re reconceiving them. The camera control includes touch features, and the company has also developed the “force sensor” that enables its AirPods to respond when you squeeze their stems.
Engineers and industrial designers—often prodded by user complaints—are tapping into our exquisitely sensitive sense of touch and spatial awareness, known as proprioception. And it’s all in service of making gadgets easier, more fun and, in some cases, safer to use. We want to touch type or operate cruise control without averting our eyes from the road.
To understand why buttons are making a comeback in a world in which any kind of controls are possible, it helps to understand how we got to the current, too-often sorry state of human-machine interfaces.
Touch screens have their virtues, which explains the initial enthusiasm for them. We can do a lot more by tapping our iPhones than we ever could have with the old-school BlackBerry , however much we miss those clicky little keyboards.
As soaring production drove down the price of such displays, though, they became something of a crutch for gadget designers and corporate bean counters.
“Now that touch screens are the cheapest option, they’re being deployed everywhere, even in places where they don’t belong,” says Sam Calisch, chief executive of Copper, a startup that makes induction ranges for cooking . In electric stoves and ovens, this has led to poor design decisions—for example, induction cooktops with touch-based controls that become inoperable when a pot boils over, as my Wall Street Journal colleague Nicole Nguyen lamented last year .
Even when our devices have buttons, they are too often the kind that are flat like touch screens, and have similar shortcomings. Capacitive buttons sit flush on hard surfaces and don’t actually give way when you press, and so can only signal they’ve been activated through sound or light. These, too, have taken over because they are cheap and easy to incorporate into the printed circuit boards that are already inside gadgets, whereas incorporating physical switches means additional wiring and complexity, Calisch says.
Anyone who has known the agony of having to mash a capacitive button on a newer washer, dryer or dishwasher knows how uniquely infuriating such cost-cutting measures—masquerading as futuristic interfaces—can be.
Fundamentally, the problem with touch-based interfaces is that they aren’t touch-based at all, because they need us to look when using them. Think, for example, of the screen of your smartphone, which requires your undivided gaze when you press on its smooth surface.
As a result, “touch screen” is a misnomer, says Rachel Plotnick, associate professor of cinema and media studies at Indiana University Bloomington, and author of the 2018 book “Power Button: A History of Pleasure, Panic, and the Politics of Pushing,” the definitive history of buttons. Such interfaces would be more accurately described as “sight-based,” she says.
The hazards of burying many of a vehicle’s controls inside touch-screen menus that need drivers to look at them have become so obvious that the one European automotive safety body has declared that vehicles must have physical switches and buttons to receive its highest safety rating. Responding to criticism from drivers, Volkswagen has pledged to bring back physical controls for certain oft-used features, such as climate control.
Newer electric vehicles from BMW Mini are bristling with physical controls. To make it so drivers never have to take their eyes off the road, industrial designers at Mini put into their vehicles a user-customizable head-up display that drivers can navigate using buttons and a scroll wheel on the steering wheel, says Patrick McKenna, head of product and marketing at Mini USA. These controls can also be accessed through the vehicle’s round touch screen, and via a voice assistant. The entire point of the vehicle’s interfaces is redundancy, safety and a reduction in distractions, he adds.
The switch back to physical interfaces is also, in many ways, a vibe shift. With touch screens ubiquitous, what was once viewed as luxurious is becoming tacky. Physical controls, done well, now signal the kind of thoughtfulness and exclusivity once attached to the original iPhone.
Take the knobs on the induction range from Copper. Made of walnut, they let cooks know, without looking, the level of heat they’ve set a burner to—just like physical knobs on a gas range. This is deliberate, says Calisch, who admits that in the past he’s put capacitive-touch sensors on other electronics he’s designed.
Physical controls are effective in part because of our sixth sense, known as proprioception. Distinct from the sense of touch, proprioception describes our innate awareness of where our body parts are. It is the reason we can know the position of all our limbs in three-dimensional space down to the precise position of the tips of our fingers.
Making good physical interfaces isn’t just about the utility of engaging our sense of touch; the big button comeback is also about joy. Think of the satisfying heft of the volume knob on a hi-fi stereo, or the way a proper ergonomic keyboard can make typing seem less of a chore.
A good example of this sense of fun is the hand crank on the side of the Playdate portable video game system, which also includes a familiar, plus-shaped D-pad and two buttons. Putting a controller that works like the crank on an old coffee grinder onto a gadget resembling the original Gameboy is about whimsy, but also introduces new game mechanics that would otherwise be cumbersome or even impossible on other devices, says Greg Maletic, director of special projects at Panic, the company that makes the Playdate.
Makers of musical instruments have always understood the importance of physical controls. Teenage Engineering, the Swedish consumer-electronics company Panic partnered with to make the Playdate, makes a variety of synthesisers bristling with a dizzying array of buttons, sliders and knobs.
Once you know what to look for, it becomes apparent that this kind of design thinking is showing up all over the place, and that adding physical controls back to a device ignominiously stripped of them can unlock new kinds of interaction and utility.
E-readers have begun adding back page-turn buttons. While Amazon has abandoned such buttons in its Kindles, competitors from Kobo, Nook and Boox all now offer models that include them.
Similarly, Apple—whose 2007 launch of the iPhone ushered in a touch-screen era—is adding a surprising variety of buttons back to devices that previously seemed on a trajectory to have none at all.
It restored the physical function keys atop the keyboards on its MacBook Pro computers in 2021, after replacing them with much fanfare in 2016 with a touch-screen strip that it touted as the Touch Bar. Apple boasted that restoring physical keys brought “back the familiar, tactile feel of mechanical keys that pro users love.”
The push to re-physicalise interfaces has even led to an unexpected side gig for Dr. Plotnick, the academic authority on buttons. Companies are tapping her to consult on how to improve their physical controls. At its heart, these consultations—which include advising on the function of potentially lifesaving buttons on medical devices—are about making interactions with machines less intimidating and more intuitive.
“You know, there’s often a lot of skill behind button pushing—even though it seems like the simplest thing in the world,” she says.
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A growing number of employers say Gen Z job seekers are bringing their parents into the hiring process, from attending interviews and negotiating offers to questioning performance reviews. Recruiters warn the trend may raise concerns about independence, even as some families see it as support in a challenging job market.
4 min
Steven Clark had the unpleasant task of firing a 24-year-old—twice. Once was in a brief conversation with the new hire, who’d showed up late or not at all four times in his first week at a construction job.
Then Clark had to do it all over again, this time with the guy’s mother.
She called him a few hours later, pleading to give her son another chance. When Clark told her no, things got heated before he ended the call.
“I said, ‘Look, you know, this is between us and your son. He’s the employee,’” says Clark, who is chief operating officer of a Fairbanks, Alaska-based staffing firm.
Gen Zers make up nearly one-fifth of the adult workforce, and bosses and recruiters say it often feels like the nervous parents who hovered over them through childhood and college are right alongside them. What began as the occasional parent ride-along to a job interview coming out of the Covid era is now full-on career “co-piloting,” said Jasmine Escalera, head career coach at résumé templates service Zety.
More parents are calling up hiring managers, applying for jobs on their adult child’s behalf, and even showing up—or lurking just off-screen—on Zoom calls to help navigate difficult conversations or go over benefits packages.
“The first time it happened, I was appalled,” says Clark, who has fielded calls from parents asking why their child didn’t get a job. “Since then it’s become more of a here-we-go-again reaction.”
Human resource professionals have expressed outrage on social media.
“Parents should not be calling employers to check on their application status or ask questions on behalf of their child,” says Lynne Alba, a director of talent acquisition and physician recruitment at a large health system on Long Island, who vented about the phenomenon in a Tik Tok video she reposted on LinkedIn.
At a recent job fair, a mother approached Alba with her daughter’s résumé, explaining that she wanted to work as a nurse. “While I appreciated that she was trying to help, I intentionally shifted my attention to her daughter. No matter what Mom said, I wanted to hear directly from the candidate,” says Alba.
Some parents who step in say it’s a challenging job market for young people, and that they would only intervene in extreme circumstances—social anxiety, a toxic boss, unfair treatment. There’s also a gray area of intervention that some see as an extension of the parental advice and networking help that’s been happening for generations.
Rick Wainschel last year published a post on LinkedIn asking his network to help his daughter, a recent college graduate, find a corporate entry-level position.
Wainschel, a vice president at an automotive marketing technology company, says he doesn’t think his outreach qualifies as helicoptering. “Well, maybe a little,” he said, before quickly adding he was being half tongue-in-cheek. “It was really merely just to help her get a network established. I just think the work world is a challenging place.”
Wainschel’s post, which was OK’d by his daughter on the condition he didn’t embarrass her, didn’t lead to a job but did result in productive conversations, he said. She found a job with a credit union on her own shortly after.
Recruiters and other HR types say aggressive parental involvement signals a lack of independence and raises fears that mom and dad will be checking in regularly if their kid gets hired.
What’s more, they say, such interference rarely, if ever, works.
The phenomenon is becoming so commonplace it made the agenda of human resources organization SHRM’s national conference in June. When James Harrell asked a room of 250 professionals if they ever had a parent calling on behalf of a young employee or coming to an interview, more than half raised their hands.
“The first time it happened to me, I got high up on my soapbox and I shook my fist,” Harrell says. “The 15th time I said, ‘OK, well, I gotta figure out how to do something differently.’”
Harrell helped run an apprenticeship program for high-school students while he was the human capital management chief for the San Antonio Independent School District. To run interference, the district introduced a “signing day” when parents could come and ask questions.
After a Gen Z employee at Nation’s Best Holdings, a chain of hardware and home goods stores, didn’t get an “exceeds expectations” designation on his performance review last year, HR chief Amber Little got a call asking why.
It was one of a number of calls from parents her office has picked up recently about issues ranging from negative feedback to understanding which health insurance plan to choose. Little has even noticed parents are now calling in sick for their adult kids.
“Instead of coaching them, they do it for them,” Little says. When it happens, she adds, “we encourage them to tell their child to come talk to us and we will walk them through it.”
A Zety survey of more than 1,000 Gen Zers found 20% had a parent attend a job interview with them.
“You get a sense it’s all hands on deck for some families,” says Keith Wolf, managing partner of recruiting firm Murray Resources in Houston. His office has received emails from parents seeking jobs for their children, and Wolf says he’s always wondered if the kids even knew.
Paul “PB” Branson, who graduated from the University of Missouri-Columbia in May, bristles at the thought. The 22-year-old says while he understands their anxiety, parents shouldn’t be joining their children’s job interviews or contacting employees on their behalf.
“That trend,” he says, “has really hurt my generation by creating this kind of stereotype that we need our hands held.”
