Closeup of the Ray-Ban logo and the built-in ultra-wide 12 MP camera on a pair of new Ray-Ban Meta Wayfarer smart glasses. PHOTO: ADOBE STOCK
At under US$1,000, Hypernova isn’t just eyewear—it’s Meta’s push to make AR feel ordinary.
Updated
September 16, 2025 7:15 PM
Closeup of the Ray-Ban logo and the built-in ultra-wide 12 MP camera on a pair of new Ray-Ban Meta Wayfarer smart glasses. PHOTO: ADOBE STOCK
Meta is preparing to launch its next big wearable: the Hypernova smart glasses. Unlike earlier experiments like the Ray-Ban Stories, these new glasses promise more advanced features at a price point under US$1,000. With a launch set for September 17 at Meta’s annual Connect conference, the Hypernova is already drawing attention for blending design, technology and accessibility.
In this article, let’s take a closer look at Hypernova’s design, features, pricing and the challenges Meta faces as it tries to bring smart glasses into everyday life.
Meta’s earlier Ray-Ban glasses offered cameras and audio but no display. Hypernova changes that: The glasses will ship with a built-in micro-display, giving wearers quick access to maps, messages, notifications and even Meta’s AI assistant. It’s a step toward everyday AR that feels useful and natural, not experimental.
Perhaps most importantly, the price makes them attainable. While early estimates placed the cost above US$1,000, Meta has committed to a launch price of around US$800. That’s still premium, but it moves AR smart glasses into reach for more consumers.
Hypernova weighs about 70 grams, roughly 20 grams heavier than the Ray-Ban Meta models. The added weight likely comes from added components like the new display and extra sensors.
To keep the glasses stylish, Meta continues its partnership with EssilorLuxottica, the company behind Ray-Ban and Prada eyewear. Thicker frames—especially Prada’s designs—help hide the hardware like chips, microphones and batteries without making the glasses look oversized.
The glasses stick close to the classic Ray-Ban silhouette but feature slightly bulkier arms. On the left side, a touch-sensitive bar lets users control functions with taps and swipes. For example, a two-finger tap can trigger a photo or start video recording.
Hypernova introduces something the earlier Ray-Ban glasses never had: a display built right into the lens. In the bottom-right corner of the right lens, a small micro-screen uses waveguide optics to project a digital overlay with about a 20° field of view. This means you can glance at turn-by-turn directions, check a notification or quickly consult Meta’s AI assistant without pulling out your phone. It’s discreet, practical and a major step up from the older models, which were limited to capturing photos and videos, handling calls and playing music via speakers.
Alongside the glasses comes the Ceres wristband, a companion device powered by electromyography (EMG). The band picks up the tiny electrical signals in your wrist and fingers, translating them into commands. A pinch might let you select something, a wrist flick could scroll a page, and a swipe could move between screens. The idea is to avoid clunky buttons or having to talk to your glasses in public. Meta has also been experimenting with handwriting recognition through the band, though it’s not clear if that feature will be ready in time for launch.
Meta doesn’t just want Hypernova to be useful—it wants it to be fun. Code found in leaked firmware revealed a small game called Hypertrail. It looks to borrow ideas from the 1981 arcade shooter Galaga, letting wearers play a simple, retro-inspired game right through their glasses. It’s not the main attraction, but it shows Meta is trying to make Hypernova feel more like a playful everyday gadget rather than just a piece of serious tech.
Hypernova runs on a customized version of Android and pairs with smartphones through the Meta View app. Out of the box, it should support the basics: calls, music and message notifications. Leaks suggest several apps will come preinstalled, including Camera, Gallery, Maps, WhatsApp, Messenger and Meta AI. A Qualcomm processor powers the whole setup, helping it run smoothly while keeping energy demands reasonable.
Meta is also trying to bring in outside developers. In August 2025, CNBC reported that the company invited third-party developers—especially in generative AI—to build experimental apps for Hypernova and the Ceres wristband. The Meta Connect 2025 agenda even highlights sessions on a new smart glasses SDK and toolkit. The push shows Meta’s interest in making Hypernova more than just a device; it wants a broader platform with apps that go beyond its own first-party software.
During development, Hypernova was rumored to cost as much as US$1,400. By pricing it around US$800, Meta signals that it wants adoption more than profit. The company is keeping production limited (around 150,000 units), showing it sees this as a market test rather than a mass rollout. Still, the sub-US$1,000 price tag makes advanced AR far more accessible than before.
Despite its promise, Hypernova may still face hurdles. The Ceres wristband can struggle if worn loosely, and some testers have reported issues based on which arm it’s worn on or even when wearing long sleeves. In short, getting EMG input right for everyone will be critical.
Privacy is another major concern. In past experiments, researchers hacked Ray-Ban Meta glasses to run facial recognition, instantly identifying strangers and pulling personal info. Meta has added guidelines, like a recording indicator light, but critics argue these measures are too easy to ignore. Moreover, data captured by smart glasses can feed into AI training, raising questions about consent and surveillance.
The Meta Hypernova smart glasses mark a turning point in wearable tech. They’re lighter and more stylish than bulky AR headsets, while offering real-world features like navigation, messaging and hands-free control. At under US$1,000, they aim to make AR glasses more than a luxury gadget—they’re a step toward everyday use.
Whether Hypernova succeeds will depend on how well it balances style, usability and privacy. But one thing is clear: Meta is betting that always-on, glanceable AR can move from science fiction to daily life.
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The new workplace literacy is here, and it’s digital.
Updated
September 16, 2025 7:21 PM
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A group of office worker attending a presentation in a meeting room. PHOTO: UNSPLASH
The modern workplace is powered by technology, and success increasingly depends on how well employees can use it. Digital fluency—the ability to confidently and effectively use digital tools to achieve goals—is no longer a bonus skill; it’s a necessity. It goes beyond basic technical know-how, encompassing the ability to adapt to new technologies, integrate them into workflows, and use them to solve problems and drive innovation.
Yet, despite its importance, many organizations struggle to build digital fluency across their teams. Barriers such as limited access to technology, outdated training programs, resistance to change, and gaps in leadership support often stand in the way. These challenges can leave businesses lagging behind competitors who are better prepared to leverage the potential of the digital age.
Understanding and addressing these barriers is critical for creating a workforce that thrives in today’s fast-changing world. Below, we explore the key obstacles to digital fluency and provide actionable strategies to overcome them.
One of the challenges to digital fluency is the gap between the technology available and employees’ ability to use it effectively. Technology evolves rapidly, but many organizations lag behind in providing relevant, up-to-date training. Employees may receive a one-time introduction to new tools but lack ongoing opportunities to build confidence or master advanced features.
This issue is compounded by the fact that training often takes a one-size-fits-all approach, failing to address the diverse skill levels within a workforce. For example, while some employees may only need a basic overview of a tool, others may require in-depth knowledge to integrate it into their roles effectively. Without tailored and continuous training, even the most advanced tools can go under utilized, leading to frustration and resistance.
Even with proper training, employees may hesitate to adopt new technologies. Resistance to change is a deeply rooted challenge that goes beyond technical skills—it’s tied to fear of failure, skepticism about the value of new tools, or discomfort with disrupting existing workflows.
For example, employees who have been using the same systems for years may feel overwhelmed by the idea of learning something new. They may worry that new technologies will complicate their work rather than simplify it. In some cases, they may even feel their jobs are threatened by automation or digital tools.
This resistance isn’t limited to employees—it can also exist at the leadership level. If leaders themselves are hesitant to adopt new approaches, it creates a top-down culture that stifles innovation.
The lack of organizational alignment is another significant barrier. Digital tools often roll out unevenly across departments, leading to fragmented adoption. For instance, one team might embrace a new project management tool, while another continues to rely on spreadsheets. This inconsistency creates silos, disrupts collaboration, and makes it harder for organizations to achieve the full benefits of digital transformation.
Generational differences can further exacerbate this issue. Younger employees, who are often more comfortable with technology, may adopt new tools quickly, while older employees may struggle to keep up. This divide can lead to frustration on both sides and uneven levels of digital proficiency across the organization.
Leadership plays a critical role in driving digital transformation, but in many organizations, this support is inconsistent or absent. Some leaders fail to prioritize digital fluency as a strategic initiative, while others may not fully understand the tools themselves, making it difficult to set an example for their teams.
Without clear direction from leadership, employees may not see digital fluency as a priority. This lack of alignment can lead to half-hearted adoption, where technology is seen as an optional add-on rather than a fundamental part of the organization’s success.
These barriers don’t exist in isolation—they are deeply interconnected. For example, outdated training practices can fuel resistance to change, while fragmented adoption across teams is often a symptom of weak leadership support. Together, they create a cycle that limits an organization’s ability to adapt, innovate, and thrive in a fast-changing world.
Addressing these challenges is critical for building a workforce that is confident, capable, and ready to embrace the future. By breaking down these barriers, organizations can unlock the full potential of their teams and position themselves for long-term success.
Training should not be an afterthought or a one-time event—it must be a continuous and personalized process. Employees come with diverse skill levels, and a one-size-fits-all training program often fails to address these differences. Organizations should adopt a multi-pronged approach to training, offering workshops for hands-on learners, e-learning modules for self-paced learning, and one-on-one coaching for employees who need more targeted support.
For example, companies like AT&T have invested heavily in workforce retraining initiatives, providing employees with a structured path to build digital skills overtime. These programs not only improve employee confidence but also help organizations fully leverage their digital tools.
Moreover, training programs should evolve to keep up with technological advancements. Employees need regular refreshers to stay current, as even the most advanced tools can become obsolete or under utilized without proper guidance. By making training a core part of the organizational culture, companies can empower employees to adapt to new tools with ease and confidence.
Resistance to change is a major barrier to digital fluency, often fueled by employees’ fear of failure or inefficiency when using new tools. To address this, organizations should foster a culture where employees feel safe experimenting with technologies in low-stakes environments, such as “sandbox environments” that allow for practice without affecting real workflows. When employees are encouraged to test new tools and processes in a low-stakes environment, they become more comfortable with technology over time.
Recognizing and rewarding employees who embrace new tools or suggest innovative ways to use them reinforces this mindset. Early adopters can serve as champions for digital fluency, encouraging others to engage with and explore new technologies.
By normalizing experimentation, organizations can shift employees from resisting change to confidently adopting digital tools as opportunities for growth.
To avoid fragmented adoption, organizations must ensure that digital tools are implemented consistently across teams. This requires clear communication, cross-departmental collaboration, and alignment on how tools will be used to achieve shared goals.
Mentorship programs can help bridge generational divides, pairing younger employees with older colleagues to share knowledge and skills.
Leaders play a pivotal role in overcoming barriers to digital fluency. They don’t just drive the adoption of digital tools—they shape how employees perceive and engage with them. When leaders actively embrace technology, they demonstrate its value and set a standard for others to follow.
Leadership involvement must go beyond symbolic gestures. Employees are far more likely to adopt new tools or processes when they see their leaders using them effectively in day-to-day work. For example, a manager who uses a team collaboration platform to streamline communications or leverages data visualization tools in meetings signals the practical benefits of these technologies. This hands-on engagement builds trust and encourages others to follow suit.
Equally important is leaders’ ability to connect digital tools to broader organizational goals. Employees need to understand how these tools contribute to solving real problems, improving workflows, or driving innovation. When leaders clearly communicate the "why" behind digital initiatives, it helps employees see digital fluency as a shared mission rather than an abstract directive.
Digital fluency isn’t just about mastering tools—it’s about creating a workplace where adaptability, curiosity, and collaboration thrive. It’s about empowering employees to see technology not as a hurdle but as an opportunity to innovate, grow, and solve problems in new ways.
At its heart, digital fluency is a shared effort, requiring leaders who inspire, teams that align, and cultures that embrace experimentation and learning. When organizations commit to breaking down barriers—whether through better training, stronger leadership, or fostering collaboration—they unlock the full potential of their people and their tools.
The future belongs to organizations that don’t just adopt technology but embed it into their culture, enabling their teams to thrive in an ever-changing digital landscape. The question now is not whether we can keep up with change, but how far we can go when we embrace it fully.