We wouldn’t dare attempt to predict the future—that’s why we’ve turned to futurists for insight. In this series, we interview experts in human resources, recruiting, and the future of work to hear their thoughts on what’s coming next.

Often when we talk about the future of work, millennials are at the center of the conversation. But for millennials, the future of work isn’t something they look forward to anymore—they’re living it now.

How is this happening? For starters, millennials have overtaken Generation X to become the largest generation in the U.S. workforce. And, like every generation before them, they bring their own expectations for work and employers that are reshaping workplaces. But unlike previous generations, millennials are much more willing to leave a job if they’re unhappy. According to a Gallup estimate, millennial turnover costs the U.S. economy $30.5 billion each year.

This puts human resources departments in a tough spot. They must quickly adapt to attract and retain millennial talent, or they’ll face constant turnover of young employees.

In an ongoing conversation with futurist Rick Von Feldt, we discuss the major changes millennials are making in the workplace now that they hold significant influence. We also explore how HR professionals need to adjust their thinking and processes to keep up with these fast-moving changes.

How Millennials Are Changing the Workplace?

Millennials want change, and they want it immediately. According to Von Feldt, there’s a key difference in mindset between Generation X and millennials: while the older generation focused on improving things, millennials are pushing for change.

“There’s a big difference between improving something and changing it,” says Von Feldt. “Generation X spent time thinking about how to make small, gradual improvements to processes.”

Millennials, however, don’t see the value in gradual improvements. If something isn’t working, they’d rather overhaul it completely. For example, if vacation requests take too long because they’re still processed through email, a millennial would suggest using new technology to streamline the process. Instead of fixing a slow system, they believe it’s better to replace it altogether. As a result, workplace disruption is happening faster than ever.

Millennials are also a driving force behind job automation. Although technology is more advanced and accessible, it’s not the only reason for the so-called robot revolution. Cultural influences, such as millennials’ unwillingness to do tasks that can be automated, play a role too.

In industries like manufacturing, for example, when millennials see older workers using tools manually, they think, “I grew up with technology and would rather show you how to use a machine to automate this process and do it better and faster,” Von Feldt explains. “They want to lead change.”

Companies—and entire industries—won’t attract millennials if they don’t give them the chance to use technology to change how they work.

Millennials also expect personalized experiences. Von Feldt points out that younger generations live in a world where they’re told, “You can have what you want, when you want it, and just how you like it.” With everything from cleaning services to grocery delivery available on-demand, they’ve come to expect that level of convenience.

In the past, HR departments made decisions for the whole company, and every employee got the same experience. Now, younger workers look for personalized experiences, and HR departments need to find the technology and tools to meet those expectations. While this requires some research, Von Feldt encourages HR leaders to go directly to the source—ask millennials what kind of technology they feel is missing and consider their suggestions.

How Can HR Keep Up with Millennials?

Just as millennials push for change, HR professionals need to embrace this mindset as well. It’s not enough to make small improvements here and there—meaningful changes are necessary.

HR leaders don’t need to be millennials themselves to drive change. Anyone can adopt next-generation thinking, says Von Feldt.

For instance, he suggests that HR departments rethink education to meet millennials’ expectations for personalized experiences and prepare for the growing gig economy. What if, instead of trying to find the perfect candidate with the exact skills needed today, companies focused on hiring creative, adaptable thinkers and allowed them to learn on the job? Von Feldt imagines a world where companies create personalized learning paths for employees or even develop their own “universities of the future” to help workers gain the skills needed as their roles evolve.

It’s crucial for HR departments to adopt this approach quickly because millennials are disrupting the workforce, whether HR is ready or not. “The real question is, what kind of leader are you?” Von Feldt asks. “Are you a forward-thinking leader who understands the pace of disruption, or will you be forced into it?”