The Millennials make up the majority of the workers and they have unique traits that are not found in the generations preceding them nor in the one that is only now entering adulthood. The fact that they are constantly on their gadgets does not make them less qualified or less productive so it is important to figure out their unique behavioral code in order to keep them happy and engaged with your organization.

The digital revolution has ushered in a new era of connectivity and productivity, but it has also placed a new emphasis on learning and personal development. Cultural change is a long process, but it can start today. Little by little, you’ll start to see employees buy into this learning culture, helping it become a defining characteristic of your company and also a significant competitive edge.

HR professionals are not normally trained in neuroscience. However, in spite of not being familiar with terms such as “locus coeruleus” or “raphne nucleus”, they can read the translated findings of this fascinating field and apply them in their organizations. Today’s smoking gun seems to be purpose. Figuring that out will point to the right people to hire and grow.

Organizational designers know that everything from reporting structures, management and operational processes to measurement procedures-setting targets, measuring performance and rewards must be consistent with the behavior that people are asked to have. Applying the findings of neuroscience when setting about to bring organizational change places the focus on the individuals without losing sight of the desired business results.

Since training programs often generate minor transformations, it is essential for those in charge of developing them to start with deeper issues, such as the mental models. Mental models are the basis of our behaviors, and are therefore the true keys to the changes and adoption of new behaviors. Offering employees a very wide range of e-learning materials will lead to greater autonomy, innovation and engagement.

Companies all around the world have already started to invest big in well-being programs for their employees. These have proved to be a successful incentive with a powerful impact on engagement. Including mindfulness training in these programs is easy and has the documented capability to lead to increased productivity and better results.

It’s getting increasingly difficult to find people to hire. It’s even more challenging to find people that fit perfectly into the job. A good talent management program has the capacity to provide the kind of competitive advantage required to attract and retain the right people. Developing such a program and adapting it to the ever changing needs and demands of the workforce is the only way to go in today’s business world.

Career mobility is about the movement of employees across grades or positions, mostly upward but also downward or horizontally. It can also mean a change in occupation altogether. It is directly connected to job advancement and personal satisfaction. It’s a good way to make sure that employees can move to roles that match their skills and their goals. That’s why HR and L&D professionals need to be on top of it.

Gen Z , though still very young, are already workplace adjacent. With their desire to save as much as possible and get an education without also acquiring debt, they freelance from early on. Very tech-savvy and with good self-teaching skills, they can perform rather complex tasks even before they get a degree in a certain field. Generation Z show great potential and it will be interesting to see how they transform our world.