The way work is done lacks humanization. Much of a company's focus has been on organizational characteristics and outcomes: the stuff that makes an organization fit. But what about the healthy side? The ability to create a workplace and culture that brings out the best in its employees.

 Six biggest changes in the past 20 years that Gallup found

1. Millennials and Generation Z don't just work for a paycheck—they want a purpose. They want to work for organizations that have a purpose and mission.

2. Millennials and Generation Z are no longer pursuing job satisfaction [in the narrow sense]; they want development.

3. [They] don't want bosses; they want coaches.

4. [They] don't want annual reviews; they want engaging conversations.

5. [They] don't want managers that fixate on their weaknesses; they want to develop strengths.

6. It's not my job—it's my life. 

Trust is the promise of a meaningful, mutually beneficial relationship between two or more people. At a fundamental level, trust is what happens, or doesn't, between people and between organizations made up of people. And, critically, trust is the essential bond an organization has with all its humans—customers, workforce, and partners.

If you have to check your chair every time you sit, or confirm your bank is holding your money safe, or sniff‐test your food every time you eat … If you have to wonder if a product will work as advertised, or question whether your employers will keep their promises … If you have to do all these things, you won't have time to do much more.