information analyst

Organizations far and wide have for years attempted to crack the code on what makes for a healthy and profitable work culture. Well, let me save you time and money and simply break it to you here: It is trust.

We already know this to be true from several studies. For example, Great Place to Work -- the global research consultancy that partners with Fortune to conduct the annual study of those "best companies" -- confirms that trust is the human behavior you cannot afford not to have.

The research on those companies (Google, to no surprise, being No. 1 on the list seven out of the last 10 years) says that 92 percent of employees surveyed believe that management is transparent in its business practices. And transparency begets trust.

Many companies are responding to an increasingly digital market environment by adding roles with a digital focus or changing traditional roles to have a digital orientation. The list of “digital” business roles and functions is extensive and growing. There are now digital strategists, chief digital officers, digital engagement managers, digital finance managers, digital marketing managers, and digital supply chain managers, among other positions.

Despite the proliferation of digital roles and responsibilities, most executives recognize that their companies are not adequately preparing for the industry disruptions they expect to emerge from digital trends. Nearly 90% of respondents to a 2015 global survey of managers and executives conducted by MIT Sloan Management Review and Deloitte1 anticipate that their industries will be disrupted by digital trends to a great or moderate extent, but only 44% say their organizations are adequately preparing for the disruptions to come

The American work force has never been more diverse, with generations spanning from Baby Boomers to Gen X-ers and beyond. In recent years, however, Millennials (adults aged 19 to 35) have driven the biggest transformation in workplace dynamics. Experts and studies, for instance, tout how the Millennial generation is more collaborative than others and has a strong preference for remote work options. Additionally, Millennial workers are more connected and prefer to use technology to interact and get work done.

Why do these insights matter more now than ever before? According to an analysis from Pew Research Center, more than 30 percent of American workers today are Millennials. They recently surpassed Generation X in becoming the largest share of the American work force. As more Baby Boomers retire, more and more Millennials will be stepping up to fill management roles.

With Millennials moving into leadership positions, and an even younger generation (Generation Z) preparing to enter the work force, we predict there will be significant changes in office dynamics and operations starting in 2017, and lasting well into the coming years.

Here are some typical workplace practices that will become extinct in 2017 and beyond, as younger generations begin to dominate the work force.

Emotions play an active role in almost all of our decision making. That's one reason why emotional intelligence, the ability to identify, understand, and manage those emotions, is such an invaluable skill. 

But how specifically does emotional intelligence help us with our daily tasks? Here are three tips to make sure your next presentation is emotionally intelligent:

All of us get nervous before a presentation, even if we've done it hundreds of times. So take that nervousness and turn it into something positive: enthusiasm.How do you do that exactly?

Spend those final few moments reviewing your favorite parts of the presentation. Remind yourself why you're doing this, and focus on the value you have to deliver to your listeners.

Now, take that enthusiasm and give a talk that you passionately believe in.

Do you work more than 40 hours a week? If you're an entrepreneur or small business owner, it's hard not to, but all that extra time in the workplace isn't necessarily a good thing. After a certain point, it can be counterproductive and even hazardous to your health, so it's imperative to know when to say no to more hours. 

Various organizations and independent researchers have looked at the physical, mental, emotional, and social effects of working beyond the standard 40 hours a week. Notable findings include the following:

• Working more than 10 hours a day is associated with a 60 percent jump in risk of cardiovascular issues.
• 10 percent of those working 50 to 60 hours report relationship problems; the rate increases to 30 percent for those working more than 60 hours.
• Working more than 40 hours a week is associated with increased alcohol and tobacco consumption, as well as unhealthy weight gain in men and depression in women.