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If you read the latest headlines, it seems like more and more of young new hires are not working out.

They spend half the workday on their devices

they often don’t seem to appreciate that they are entering a pre-existing scene

Employees love workplace flexibility, and employers should, too, since it's linked with increased productivity and higher job satisfaction.

Some new behavioral evidence suggests that some bosses will harbor biases against employees with flexible work schedules without even realizing it.

So in the eyes of a boss, a late-arriving worker may be no different from a bad worker

As America switches from an industrial economy to a digital one, its bluest collar workers are facing the toughest challenge of their lives. Can miners really learn how to code?

Say what you will about the long-term environmental effects (Justice, for one, is very pro-coal) but the impact on the area’s one-source economy has been brutal.

The Rusty Justice seminar concludes for today. The coders swivel back to their computers, and Michael announces weekend plans to no one in particular: “Looks like I better learn C#.”

The workplace has traditionally consisted of “old-timers” with 20 to 30 years of experience under their belts and the young “hot-shots” who know-it-all. The younger workers have historically viewed older workers as stuck in their ways.

Many firms, including 25 percent of Fortune’s 100 Best Companies to Work For, now offer sabbaticals. These typically four- to 10-week pauses allow employees time out to focus on their needs instead of the organization’s. 

Most organizations offer sabbaticals to employees who have been there for a certain period of time (at least five to seven years is common), and employees may take multiple sabbaticals so long as they work a minimum number of years in between. This provides an incentive for workers to remain at a company longer.

Adobe Systems encourages its employees to use their breaks to do volunteer work. Then they promote the good deeds in the Adobe Life magazine, a website directed at attracting new talent. Companies that have formal career pauses advertise them as part of the benefits package, like Boston Consulting Group’s Time For You/Flexleave program, which allows workers with just 12-months of time onboard to take an eight-week unpaid break to recharge.

A 2015 Gallup Poll found that Millennials are the least engaged cohort in the workplace, with only 28.9% saying that they are engaged at work. This, combined with high turnover rates and greater freelance and entrepreneurial opportunities, means that if companies want to retain these valued workers, they will have to double their efforts to meet Millennials where they are

A 2015 report on Millennials from the U.S. Chamber of Commerce emphasized flex-time as one way to do this — it found that three out of four Millennials reported that work-life balance drives their career choice

Multiple studies have revealed that Millennials are keen to see their work as addressing larger societal concerns

By 2020, the Fourth Industrial Revolution will have brought us advanced robotics and autonomous transport, artificial intelligence and machine learning, advanced materials, biotechnology and genomics. These developments will transform the way we live, and the way we work. Some jobs will disappear, others will grow and jobs that don’t even exist today will become commonplace. What is certain is that the future workforce will need to align its skillset to keep pace.

Creativity will become one of the top three skills workers will need.

negotiation and flexibility are high on the list of skills

A generation gap is widening in the workplace. As baby boomers (ages 51 to 69 or so) express reluctance about retiring, so-called millennials (roughly ages 18 to 34) have become the single largest demographic in the American labor force. Because of this, more older workers have found themselves being hired and managed by people much younger than they are

Robert Goldfarb, 85, a working management consultant. “The moment I enter the office of a prospective client, there’s an elephant in the room,” he wrote. “My age.”

I doubt anyone will be surprised to hear that many readers emphasized staying current with technology. Many also pointed out that this is easier to do than ever: From instructional YouTube videos to courses at your local library, the resources are endless.

Women are advancing in entrepreneurship as well. An American Express OPEN State of Women-Owned Businesses report found that between 1997 and 2011, the number of businesses in the U.S. increased by 34%, but the number of women-owned firms increased by 50%. That compares to a growth rate of just 25% for male-owned firms and has allowed businesses owned by females to reach 49% of U.S. firms — near parity with their male counterparts.

The Digital Age and Childcare Entrepreneurship in the digital age lends itself to childcare, a consideration that affects any discussion of women in the workforce. Young, single, urban woman are outearning their male counterparts; however, this trend reverses as workers age and start families. And even though many companies are replacing “maternity leave” with more gender-neutral “flex time,” it’s clear that working women will always be seeking that balance of career and family.

The digital age offers a wealth of low-risk opportunities. Ventures like blogging, web-based services, ecommerce and software development require smaller upstart costs than manufacturing-based, brick and mortar type businesses. Cloud-based tools and virtual workforces further lower the cost of entry, making the idea of starting a business more feasible and/or palatable for risk-averse entrepreneurs.

Last week, Japan’s ominously named robotics company Cyberdyne announced new technologies it’ll start rolling out at Tokyo’s Haneda Airport in September: Two robots, one exoskeleton. One robot shuttles unwieldy luggage, another cleans the facility, and the exo assists with heavy lifting.

Japan’s government actively funds robotics R&D, with aims to triple the nation’s robotics market to $22 billion in the next six years, and is keen on showing off some impressive technology at Tokyo’s Summer Olympics in 2020

The good news is that the citizens faced with this disaster reaped the benefits of enhanced mass communications and early warning systems -- clearly the power of the Internet being used for social good.

Technology is getting smaller, faster, cheaper and more powerful every day. With this phenomenon, sensors in almost everything become the norm -- in our cars, machinery and infrastructure. This evolution, paired with the power of cloud computing and big data analytics, makes it possible for both humans and inanimate objects to communicate valuable information.

citizens already turn to social media for disaster updates to supplement traditional governmental and agency sources. Taken a step further, imagine an app that enables disaster victims and relief workers to view a shared map and see where all the rescue and aid efforts are situated in real time.

Few doubt that our future — both immediate and long term — will be heavily impacted by robots

A pair of Oxford researchers recently estimated that 47 percent of the total U.S. employment is at risk of being eliminated.

On the other end of the spectrum, Mercedes announced it is trading out some of its production robots for human labor — the machines could not keep up with the increasing options for customization