• Employees seek, expect, demand personal attention. Their attitudes will drive employers to correct their deficiencies. We will see this shift from groups, teams, and classes of people in all aspects of corporate life.
• Job descriptions will disappear. Replacing them will be role descriptions and individualised 'Expectations Statements'. No longer will we attempt to force square pegs to fit into round holes. People will be hired for attitudes and competencies, then trained to build their skills even further. Their training will match their jobs, giving them confidence and satisfaction. Additional training will support job expansion.
• Compensation will also be tailored to each employee, rather than paying everyone in the same position the same amount. People, who come to an employer with higher skills, even if those skills are not utilised in their current jobs, will be paid commensurate with those skills. As employers pay more attention to performance management, merit pay will be given more attention. Benefits packages will be designed for each individual employee and his or her family.
• Supervisors will engage in more serious performance management, linking individual expectations with individual results. Accountability will be pushed downward in smart organisations, building a greater sense of personal ownership of results. This accountability, combined with recognition and reward, will support employee retention. Employers will use this money saved from turnover to increase compensation and training.
• Training and development will be guided by individual growth plans created and managed by the employee and the employee's immediate supervisor. A wide range of learning experiences---from reading assignments to hands-on work---will be included in each plan, depending on what is needed by the employee.

In employment settings where flexibility is possible, the employee's working hours will be under the control of---or