THE ROLE OF NEUROSCIENCE IN THE FUTURE OF WORK: Skills, Technology and Well-being
- Marcela Emilia Silva do Valle Pereira Ma Emilia
- Aug 5
- 6 min read
🧠 What is the “future of work”?
The world is changing at a fast pace. Automation, artificial intelligence, remote and hybrid work models, rising burnout, and a new perspective on quality of life are transforming the way we live and produce. In this scenario of constant change and adaptability, how is our brain coping with all of it?
The issue of change also affects the economy and the creation of a specialized workforce (us little humans) to meet the demands of this evolving market.More than just explaining human beings and brain function, neuroscience can help people and organizations understand how our nervous system reacts to change, stress, overload, and learning.
And most importantly, it can guide more human, intelligent, and sustainable choices.
🔍 1. What is the “future of work”?
The so-called “future of work” is not a distant reality — it’s already underway. It refers to transformations brought about by:
The advancement of digital technologies and automation
Changes in work formats (remote, freelance, gig economy)
The growing value of soft skills• Demand for continuous learning
Diversity, inclusion, and well-being as corporate priorities
The skills now considered essential have changed: empathy, collaboration, critical thinking, emotional self-regulation, and creativity are now just as — or even more — valuable than pure technical knowledge.
The ability to adapt — or adapt to a new environment — is something we are now, more than ever, having to recover as a skill. When combined with the abilities listed above, it helps us become the authors of our own destinies.
It is the difference between a human being using their biological capacities to develop technologies* that enable change to happen.
*Here, “technology” is understood as any object, method, or knowledge that helps solve a problem faster — from a stone to a drone.
Mastering emotional intelligence is what will benefit relationships, society, the environment, communication — in short, the entire human context — so that new work models can succeed.
With all the knowledge we’ve acquired, we are on an irreversible path: the path to the “future of work.”
And that work is not bad — it just demands change. It is the evolution of work. Some jobs may cease to exist so others can emerge — but that doesn’t mean a skill is becoming obsolete. It’s evolving.
🧩 2. How the brain adapts to new demands
The key to facing these changes lies in neuroplasticity — the nervous system’s ability to modify its function or structure in response to external influences.
The constant changes we experience require our bodies to be in constant adaptation as well. And the process of acquiring, storing, and retaining all this new information by our brain is what we call neuroplasticity.
It was once believed that learning new skills in adulthood was impossible. However, it was later discovered that our brain is capable of learning and relearning tasks, reallocating “unused” neurons for these new activities.
This process involves several circuits of the nervous system. For this reallocation to happen, the prefrontal cortex, hippocampus, and cerebellum, in particular, need to be engaged.
Neuroplasticity happens through:
Motivation
Method and practice
Attention
Willingness to change
In other words, through learning and memory.
Assimilating the new and practicing it are what allow us to stand out in the face of new demands and market innovations — and it is possible.
Motivation is the fundamental aptitude for neuroplasticity to work. It is what guides our actions, helping or hindering the learning process.
The search for extrinsic motivational drivers (based on pleasure and pain stimuli) and intrinsic ones (internal pursuit of challenges, butterflies in the stomach) also activates the reward system and stimulates learning in more meaningful ways.
New contexts require new synapses, new learning, and also brain resilience.
But this doesn’t come without cost: our brain prefers predictability. Constant change, uncertainty, and pressure are interpreted as threats, which can lead to increased activity in the amygdala and the onset of chronic stress responses.
Developing emotional intelligence — including self-management and self-awareness — can be essential for professional life. These skills are linked to how the amygdala functions in fight or flight decisions. And when the amygdala is “hijacked” in stressful situations (especially in the workplace), this tends to negatively affect decision-making and relationships.
That’s why you should seek environments that stimulate curiosity, safe exploration, and a growth mindset — as they tend to favor adaptation and innovation.
👥 3. Neuroscience of human skills
Neuroscience has a lot to say about the most in-demand skills today:
Empathy and collaboration
Involve social brain networks (such as the medial prefrontal cortex and the insula)
Activate mirror neurons and the reward system when we collaborate
Ethical decision-making
Depends on the dorsolateral prefrontal cortex and emotional regulation
Ethical choices activate areas linked to perspective and empathy
Inspirational leadership
Connected to the release of oxytocin, dopamine, and feelings of belonging
A good leader knows how to regulate emotions and create psychological safety
But don’t limit yourself to just these three skills. Don’t throw away old abilities just to follow trends. Expanding your skill set is what will guide you in the job market.
Human nature is active and seeks personal fulfillment. So seek and demonstrate:
Autonomy: A study with entrepreneurs in Málaga (Spain) showed that they are 61% more likely to hire people who wish to be independent, due to their higher engagement.
Mastery: Humans seek attention and want to improve. Excelling at something, achieving, and finding fulfillment in work is a market differentiator.
Purpose: Show your desire to do something more, something greater. Organizations value proactivity and engagement.
💻 4. Brain, technology, and cognition
Technology brought speed — but also cognitive challenges:
🧠 The human brain was not made for constant multitasking.
Studies show that 98% of the population is not efficient at multitasking, and this habit can reduce productivity by up to 40% if not regulated.
Being able to use your phone and drink coffee at the same time doesn’t make someone a multitasker.
The brain is a sequential processing organ — it handles one task at a time.
🔔 Notifications and information overload reduce focus, memory, and productivity.
Just like it’s not built for multitasking, the brain cannot process all surrounding information at once — this can leave it overwhelmed.
⚠️ Mental overload activates stress circuits and impairs decision-making.
Mental overload comes in many forms, including the ones above — but a key cause is lack of organization.
The brain likes structure, routine, and predictability. Planning your day in alignment with your goals reduces stress and prepares the body biologically for action.
💡 Digital designs aligned with neuroscience (e.g., focus, pauses, simplicity) can make work more efficient and less draining.
💼 5. Neurointelligent work environments
A “neurofriendly” work environment considers how the employee’s brain functions. This includes:
1. Circadian rhythms and energy cycles
• Well-ventilated spaces with natural light regulate the circadian rhythm and cortisol production (the energy hormone), helping the body stay alert and active.
2. Spaces for deep focus and spaces for social connection
The ideal work environment includes:
• Natural lighting (if not possible, choose white or neutral lighting)
• Adjustable furniture – supports good posture, avoids pain and injury, increases comfort and productivity
• Colors that stimulate: light tones (focus), warm tones (creativity), pastel tones (calm)
• Organized and clean spaces – simplify the routine and reduce distractions
• Nature elements like plants – promote tranquility and well-being
3. Cognitive breaks and mental well-being
Encourage decompression practices, including:
• Regular breaks
• Manual activities
• Social integration
• Workplace stretching or light physical activities
🏢 Practical examples: companies like Google, SAP, and Natura have adopted neuroscience-based strategies — such as mindfulness, space design, and empathy training.
✅ Conclusion
The future of work is deeply connected to understanding how the brain functions. After all, it’s the brain that does the work — right?
Neuroscience shows that high-performance environments are those that respect the rhythms, limits, and potential of the human brain.
The leadership of the future will not be the most technical — but the most empathetic and adaptable (without losing its authority).
Investing in neuroscience is not a luxury.
It’s a smart strategy to build more human, healthier, and more innovative organisations.
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