If you’re a middle child, you’ve likely heard about or experienced the ‘middle child’ stereotypes. You may even feel left out or forgotten in favour of the oldest and youngest children in your family.

However, being neither the oldest nor youngest comes with its own set of skills, including expertise in negotiation and compromise. Middle children are also known for valuing and prioritising fairness. 

You might be thinking, “why are we talking about middle children? I thought this was about the different generations and upskilling in the workplace.” Don’t worry, it is. The concept of middle children applies to the world of work as well. Who are these middle children of the workplace? 

Members of Gen X sit sandwiched between their workplace ‘older siblings’ — Baby Boomers — and their workplace ‘younger siblings’ — Millennials and Gen Z. As the most experienced workers, Baby Boomers use their experience to propel themselves to their workplace goals. Meanwhile, Millennials and Gen Z use their youthful tenacity to do the same thing, and it works.  

Don’t worry though, because although they may often be referred to as the 'forgotten generation', all is not lost for Gen X. In fact, as many of them start to move into leadership positions in the workplace, it’s just beginning!  

With many Gen Xers already being experts in compromise and negotiation, Gen X employees are already naturally equipped with excellent leadership skills. 

Businesses simply need to invest more in learning and development of their Gen X future leaders. 

By giving Gen X employees the space to showcase and improve the skills they already have, as well as gaining new ones, businesses are setting themselves up for future success and helping to eliminate that pesky ‘forgotten generation’ stereotype. 

Let’s look further into what the next few years may look like for Gen X employees as well as some of the ways upskilling and reskilling can be used to tackle the ‘forgotten generation’ stigma. 

A 2018 study from Global Leadership Forecast revealed that Gen X held 51% of workplace leadership roles globally. Many Baby Boomers, who likely hold much of the other 49% of leadership positions, will enter retirement in the next few years.  

As a result, even more workplace leadership positions will open up to the next in line. In other words, Gen X are here to stay, especially in leadership positions. Therefore, it’s essential for workplaces to ensure their upskilling and reskilling facilities are up to scratch. 

When it comes to this so-called ‘forgotten’ generation, businesses simply cannot afford to forget about their Gen X employees. 

As current and upcoming leaders in the world of work, Gen X need to be adequately prepared to lead. Succeeding in a current non-leadership role is great, but that doesn’t necessarily mean that same person will be an effective leader. 

By investing in leadership training (for Gen X in particular) businesses can ensure that teams that are already successful will stay that way, even with a change of leadership. 

By now, we know that a tailored learning experience is essential to create the best possible learning outcomes in the workplace. Part of creating a tailored learning experience is asking questions. However, there’s no point in asking questions about learning if they’re not also customised to the demographic that you’re asking them to. 

Let’s dive further into some of the questions that workplace leaders can ask their Gen X employees as well as why these are exactly the sort of questions that hold the key to an ideal upskilling and reskilling experience. 

In an ideal world, where would you like your career to be in 10 years? 
While everyone’s career journey is unique, older members of Gen X will likely remain in the workforce for another 10 years and Gen X’s youngest members will likely remain in the workforce for the next 30 years.  

Undoubtedly, someone with approximately 10 years left of their career will have very different goals than someone with 30 years left, even though they’re technically from the same generation.  

It’s essential for employers to cater to both types of people if they want to ensure that learning and development opportunities cover as many avenues as possible. 

Are there any knowledge gaps in your current field of work that you’d like to explore more? 

While employees may already be aware of knowledge gaps that could affect their current role, they may not believe they have the time to complete that learning or may be concerned that a workplace leader could look at a knowledge gap as a weakness rather than an opportunity.  

By asking this question, workplace leaders are showing their employees that they see knowledge gaps as an opportunity to learn. Further, they demonstrate that they are willing to invest in employees to fill those knowledge gaps. 

Is there anything outside of your current field of work that you’d like to learn more about? 

As a workplace leader, you might look at this question and see it as counterproductive. After all, how will learning about something that is not related to their current position help an employee be better at work? 

By asking this question, workplace leaders are proving to employees that they care about them beyond their success in their day to day role at work.

Additionally, allowing employees to explore fields outside of their current role could unlock a talent you never knew they had. This can prove extremely valuable to the business overall, not just to the individual employee.

What does your dream learning module look like? 

This question is really multiple questions rolled into one. Nonetheless, it is essential for several reasons. Firstly, by asking employees how they want to learn, employers are showing them that they actually care about the enjoyment of learning and not just about ticking a box. 

Additionally, asking this question helps employers to customise the learning experience in a way that makes employees truly want to use workplace L&D tools rather than feeling like they have to. Some of the questions to help with this customisation might include: 

Would micro-learning options be ideal for you, or do you prefer more long-form style learning? 

Would you prefer to keep everything on your work computer, or would you like the option to complete your learning on a mobile device? 

Do you like video content, or would you prefer to read the content and take notes that way? 

By taking the time to forecast what the future of work will look like for Gen X and asking them questions about what and how they want to learn, businesses are setting themselves up for success both in terms of employee retention and overall business results.  

Furthermore, it gives Gen X learners the space to reach their full potential and showcase that potential in the workplace. If that continues, the ‘forgotten generation’ certainly won’t stay forgotten for long! 

For more insights into upskilling and reskilling, be sure to subscribe to the Go1 newsletter and stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs.  

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Learn how upskilling can empower Gen X to reach their full potential and help shake the ‘forgotten generation’ stereotype.

How upskilling can help the ‘forgotten’ Gen X stand out

A global feminist agency working to advance gender equality and end violence against women and girls.

We are excited to announce a global partnership with The Equality Institute (EQI) to help advance gender equality in the workplace. Founded in 2015 by Dr. Emma Fulu, EQI was born from the belief that an intersectional feminist approach would help organisations reduce inequities that exist both in the workplace and in society.

EQI combines world-class research with creative communications, allowing them to promote an evidence-based approach to translate complex research and ideas into products that drive real impact. 

Their new course, Gender Equality Foundations, is supported by Go1’s Social Impact team. It brings world class experts on race, gender, domestic violence and disability together to create an intersectional resource for addressing gender inequity at work. 

It focuses on understanding gender and gender inequality and giving learners the tools to take action to drive social change and create more inclusive environments, including workplaces, built on a culture of respect and belonging.  

“Gender equality is something that impacts all of us and we need to be part of the solution. This course is an invitation for you to join us in creating positive change.”  
 Dr. Emma Fulu, Founder and Director of EQI  

Equality Institute - Launching Gender Equality Foundations

With this announcement, Go1 users can now access The Equality Institute course on Gender Equality Foundations. This is a foundational course and will help workplaces understand Gender Equality while also driving engagement with other core topics like psychological safety, inclusive leadership and embedding inclusion, which are available in the content hub library.

"This is a resource that tackles foundational topics that are core to the success of modern workplaces. From intersectionality to leading diverse teams, it sets a rhythm for engaging people at work with further learning. It has been inspiring to see this learning program come to life across countries and to see the joy, expertise and curiosity that drives EQI turn this into a challenging and engaging learning program”.  

Dr. Cam Cliff, Senior Manager – Impact @ Go1  
  

Get in touch if you would like to learn more about this partnership.   

Customers can access The Equality Institute as part of their premium subscription to the Go1 Content Hub.  

For more insights, subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs.

Their new course, Gender Equality Foundations, brings world class experts on race, gender, domestic violence and disability together for change.

Advancing gender equality with The Equality Institute

Good communication skills are imperative to any business. Without effective workplace communication, your business is likely to lose top talent, customers, and revenue. So what can you do to make sure every member of your organization can confidently, fluently, and effectively communicate not just with customers, but with their colleagues?

In this post, we’re going to break down the aspects of workplace communication, including what effective communication is, how it benefits your business, and what you can do to improve your employees’ communication skills.

What does effective communication look like?

An employee should be an effective communicator regardless of what stage of their career they’re in. One of the fastest ways for an employee to further their career is by having a solid understanding of what makes for great communication in the workplace. This includes:

Being direct and not expecting people to read between the lines

Being confident when giving their opinions

By being a strong communicator, an employee asserts themself as a key and valued member of a team, gains the trust and respect of their colleagues, gives and receives feedback well, and explains themselves clearly and thoroughly.

As we’ve already covered, effective communication doesn’t just relate to the communication between an employee and their colleagues, but also between an employee and your customers or clients. This means that communication is the key to providing great customer service. 

Why is good communication vital in the workplace?

Good communication helps build and maintain relationships across all aspects of your business. As a result, your teams will work more effectively, meaning they’ll increase their productivity, make your customers happier, and increase your revenue.

However, there are many more reasons why effective communication skills benefit your business.

With a strong team ethic comes better collaboration, which allows colleagues to work together in the most effective way possible. Collaboration leads to innovation, creativity, and being able to plan and implement strategies.

Clear and consistent communication helps all aspects of your business to grow, with openness allowing stakeholders to give more greenlights. And of course, with growth comes more revenue possibilities.

When employees know how to communicate there are fewer barriers, and with this openness comes better morale and a greater level of satisfaction.

Communication isn’t just about getting your message across to others, it’s also about listening and understanding others. When employees feel like they’re being heard it improves motivation.

Solid communication between managers and their team members builds a relationship based on trust and respect.

What are the consequences of poor workplace communication?

Just as there are advantages to ensuring your employees have solid communication, the impact of poor business communication skills can be massive.

When communication is poor it means employees are unsure of what’s expected of them, which creates an unstable and unpredictable environment. When expectations are skewed it results in lower productivity and accountability.

One of the most obvious impacts of poor communication is an increase in conflicts. When employees struggle to communicate it leads to more misunderstandings, which leads to gossip and incorrect assumptions. As a result, conflicts are more likely, which can create an unpleasant environment to work in.

A lack of communication will directly impact the output of your teams because there will be far less collaboration and innovation. This will result in employees delivering the bare minimum, and won’t allow your business to become industry leaders.

When your service is impacted, it will directly impact the happiness of your customers. When customers are unhappy, they’re unlikely to continue spending money with you and won’t act as a brand ambassador - which will hurt your reputation and revenue.

When colleagues don’t communicate and output is poor, it can cause things to spiral further downward. When deadlines are missed and quality is impacted, it can have a real effect on morale. As a result, your business may even experience an increase in staff turnover.

How has the pandemic affected workplace communication?

Since the start of the Covid-19 pandemic, many businesses have embraced remote or hybrid working. That means, more employees are working away from the office than ever before.

As a result, one of the biggest challenges facing businesses is how to adapt communication to fit with this new way of working. No longer are colleagues sitting close to each other, able to freely ask questions and build that team morale through conversations.

Because of this, businesses are having to figure out how to improve communication when working from home. Thankfully, there are plenty of tools available to make this happen.

How can technology help with workplace communication?

There are plenty of effective communication tools available to help bring colleagues together in a physical, remote, or hybrid workplace.

Instant messages - software such as Slack and Microsoft Teams enable colleagues to message in real-time, either privately or in a group channel

Email - email has been a tried and tested method of communication for decades, and is now becoming the more formal method of workplace communication

Video conferencing - platforms including Zoom and Google Meet enable teams not only to speak and see each other but share their screens and give presentations

CRM - customer relationship management software and other similar tools such as Asana and Monday.com allow for seamless task management and collaboration in any workplace setting

The role of leaders when communicating with employees

Good communication has to start from the top because without strong and communicative leadership, a team is destined to underperform. By communicating well, managers become mentors, delegate effectively, inspire, motivate, and lead their teams to success.

Managers must make themselves available to their team members. They have to empathize and be great listeners, which will help win the respect of their colleagues. They also need to clearly outline their expectations and ensure their team members have fully understood.

Communication is a two-way street - something managers need to remember when communicating with members of their teams.

The role of employees when communicating with leaders

The way employees communicate with managers and stakeholders is equally as important as it is the other way around. Employees shouldn’t be afraid to ask questions if they’re unsure of their objectives or they need more information. Key points to consider for how to communicate effectively with management include:

Consider potential solutions before approaching managers with a problem

Communicate with all colleagues on a personal level, regardless of seniority

Ask for regular feedback and be open to constructive criticism

How to choose the right communication channel when communicating with employees

As we’ve already highlighted, since the start of the pandemic many businesses have introduced a variety of new communication tools.  But with many communication channels now available in the workplace, how do you know which one is the right one?

When deciding on the appropriate channels, you need to consider the following:

Does it apply to one employee, a team, or the entire company?

Does the message need to be backed up with more information?

Depending on the answers to the above, you may feel it requires an email, a direct message, a telephone call, a video call, or a face-to-face meeting. For example, when a certain toilet cubicle is out of order an email would most likely suffice. However, to let an employee know they made a major mistake that resulted in a customer's order being delayed would likely require a face-to-face meeting or video call.

The importance of good non-verbal communication

According to research by psychologist Albert Mehrabian, 55% of all communication is non-verbal. For those who are unaware of this, they may not realize that they’re communicating things they didn’t intend to be communicated.

For example, body language, eye contact, and facial expressions. Tone of voice is also a major factor, as while we can be saying one thing, our tone of voice may indicate something else entirely.

That’s why body language in the workplace is important, and developing effective communication skills can teach employees to be aware of these non-verbal methods.

Proven tips on building better communication

The most effective way to develop the communication skills of your employees is with online courses which are available to access right now.

However, below are eight tips for effective communication your teams can implement:

Use simple language and avoid jargon where necessary

Think about what your body language is saying

Show respect even if respect isn’t being shown in return

Take your time and consider your responses

How to implement these among your team now

Introducing an employee communication strategy to develop communication within your business will enable colleagues at all levels to improve their skills.

As part of that strategy, online communication courses are a flexible and cost-effective way to teach your employees all the necessary skills, ranging from the fundamentals to more advanced, specific topics.

For more info check out our blog post on how to improve your communication.

Go1 has an extensive communication resource library

At Go1, we have a wide range of online communication courses available to access right now. For more information on what Go1 can do for your business, schedule a demo with our team today.

Building effective communication improves engagement and helps you to better understand your team's needs and goals. Learn more with the experts at Go1.

How to develop effective communication skills in employees  | Go1

Building effective communication skills in employees

While GDPR (General Data Protection Regulation) can be a dry and complex subject, it’s also an incredibly important part of data compliance. For that reason, some of your employees should have a deep understanding of GDPR, and all of your employees should at least have a basic knowledge of GDPR principles.

To do that, GDPR compliance training can be taken online, with courses covering the subject at a wide variety of levels, from beginner through to advanced. But what is GDPR and why is it important for employees to learn its principles?

GDPR is a set of data protection rules published by the European Union that outlines how businesses store and process personal data. The full GDPR regulations came into force in 2018, and contain a mammoth 99 articles. Many consider the rules to be complex and extensive but also agree that they help protect consumers' data and how that data is handled by organizations.

GDPR is so important because it focuses on consent, giving customers the choice over who stores their data, for how long, and for what reason.

Because of how long winded GDPR guidelines are, it’s critical that your business has a full understanding of the rules.

If your business processes customer data then you need to ensure that you’re GDPR compliant. If your business is not found to be compliant, then it risks fines of up to €10 million, or in some cases higher.

A business is responsible for complying with all GDPR requirements, as well as ensuring it’s in a position to demonstrate that it’s compliant. In order to do this, part of its GDPR responsibilities includes introducing the correct procedures, technologies, and relevant training.

At certain organizations, such as those processing sensitive or large amounts of data, a DPO (Data Protection Officer) must be appointed. A DPO is responsible for the strategy and implementation of data protection within that organization,

A DPO can be an existing employee, a new employee, or appointed externally.

Because most employees work with data in some form, it’s recommended that all employees take some form of GDPR training. This is the responsibility of the business, or the DPO if the business appoints one, to arrange. Failing to train employees means there is a risk of non-compliance, which in turn risks a potential fine and damage to your business’s reputation.

GDPR compliance training for employees is available at all levels, from beginner modules to advanced topics. Which level particular employees require depends on several factors such as seniority, how much data they handle, the type of data they handle, how they process data, and whether they speak directly to your customers.

However, it’s vital that all employees at least have a basic understanding of GDPR and its principles.

Yes, GDPR training can be taken online via eLearning platforms such as Go1. Online training is a fast, cost-effective, and convenient way for all employees to learn the basics of GDPR, as well as advanced training where required.

For more information browse our range of data compliance courses.

As we’ve already highlighted, it is your business’s responsibility to ensure it complies with GDPR guidelines. For that reason, there are many ways in which you can ensure compliance:

Raise awareness of your employees by offering mandatory training. eLearning can be a cost-effective and convenient way to deliver training, and if your company uses an LMS (learning management system) you can monitor who has completed the training and who needs additional support.

Audit customer data to determine whether all data is relevant and how it’s shared.

Ensure you have procedures outlined so you can respond to requests asking for what data you hold for an individual.

Make sure you let customers know how you collect, store and use their data with a relevant privacy notice.

Have a detailed strategy for detecting, investigating, reporting, and rectifying a data breach.

How often should you take GDPR refresher training?

Due to the importance of data protection and keeping customers’ personal data safe, GDPR refresher training should be taken annually. Not only does this ensure employees have the most up-to-date knowledge, but it also demonstrates that your business is doing everything it can to protect your customers’ data.

As we’ve already discussed, online GDPR training can be taken at various levels of complexity depending on the role and seniority of an employee. The following courses are useful across beginner, intermediate, and advanced levels:

General Data Protection Regulation (GDPR)

Do online GDPR courses offer certification?

Yes, many online courses offer GDPR training and certification. While browsing eLearning platforms check whether this is something provided once the course has been completed.

Where can you take an online GDPR course?

Go1 has a range of online GDPR training courses which can be accessed instantly. For more information on how Go1 can help develop your employees, book a demo with a member of our expert team today.

GDPR governs how businesses can use, process, and store personal data. Learn how to train for this essential legal framework with Go1.

Understanding online GDPR compliance courses | Go1

Understanding online GDPR compliance courses

It’s no secret that we live in a mobile-first world. To prove this point, there’s a good chance you’re reading this article on your phone right now. If not, your phone is most likely within arm’s reach, especially if you’re among the 90% of Millennials who say they have their phones on them 24/7. 

Over the years, we’ve focussed heavily on eLearning on this blog — whether it be the benefits of eLearning, the impact of eLearning, or tips for creating a stress-free eLearning environment. And, of course, eLearning isn’t going anywhere. However, in an increasingly mobile-first society, it has become paramount to add another prong to your learning strategy, focusing not just on eLearning, but on mobile learning (mLearning) too. 

Already, the average person spends 3 hours and 15 minutes on their phone per day, checking their phone 58 times. Research by Google breaks this down further, finding that 80% of people own a smartphone, while people are almost twice as likely to solely use a smartphone (27%) than solely use a computer (14%). What’s more, 65% of all digital media is viewed on smartphones. 91% of the time spent on smartphones is spent using apps, of which about 50% is used for some form of learning. 

In other words, mLearning’s potential is almost limitless. With this in mind, we’ll ask the question on everyone’s lips: what is mLearning? Following this, we’ll outline five key benefits of mLearing, demonstrating why it is essential for any modern, forward-thinking L&D team.

Mobile learning, otherwise known as mLearning, is any form of learning that occurs on a smartphone, tablet, or other mobile device. mLearning can take many forms, from compliance training to upskilling to microlearning, and everything in between. mLearning’s convenience and versatility mean it’s especially valuable for microlearning, with estimates suggesting it will be the most popular form of microlearning by 2025. mLearning contrasts with eLearning, which takes place on a laptop or desktop computer.

Easy LMS expands on this definition, explaining that mLearing is “a new way to access learning content using mobile devices. It’s possible to learn whenever and wherever you want, as long as you have a modern mobile device connected to the internet.” 

Likewise, eLearning Industry defines mLearning as “a broad term that refers to the process of learning via the internet or network using personal mobile devices such as smartphones, tablets, laptops, and digital notebooks. Mobile learning has been around in one form or the other since the early 2000s but soared in popularity a few years ago because it allows students access to education anywhere and anytime, provided they have a mobile device.” 

This final point is significant, as mLearning’s popularity has grown exponentially in recent years. According to the Global Mobile Learning Industry Report, mLearning is the fastest-growing market in the learning sector, with an average growth rate of 20% year-on-year. The global mLearning industry was valued at $22.4 billion in 2020 and is projected to reach $80.1 billion in 2027. For context, the global eLearning market was worth $215 billion in 2021. 

While mLearning’s vast popularity might come as a shock initially, if you stop and think, you may realise you are already engaging in mLearning without even realising it. As mentioned, 64% of all digital media is viewed on mobile devices, while approximately 50% of the time people spend on mobile apps is dedicated to learning. 

If this sounds high, ask yourself: do I listen to podcasts that teach me something new? Have I ever looked up a how-to tutorial on YouTube? Have I downloaded an app to learn a new language? Or an app to help me manage my money or learn about investing? Perhaps even a brain training app to keep me mentally sharp? If the answer to any of these questions is yes, you’re already engaging in a form of mLearning.

The best part is that mLearning can take place anywhere. As such, mLearning is far more versatile than eLearning. A survey by Merrill Lynch found that learners complete mLearning modules in a variety of different locations, such as: 

On an aeroplane/during business travel (32%)

Accordingly, it’s no surprise that many L&D teams have embraced the mLearning trend. One-quarter of L&D professionals say their organisation already offers mLearning. While this leaves plenty of room for improvement, 61% say their organisation plans to implement mLearning in the next two years, underscoring the rapid growth rate in this sector. 

Still, this leaves 13% of teams who don’t already offer mLearning and don’t plan to implement mLearning in the next two years. If we haven’t already convinced these holdouts, read on to discover five key benefits of mLearning.

When in doubt, it’s a good idea to give your learners what they want. And when it comes to mLearning, learner preferences are resounding. 64% of learners want training to be accessible on their mobile devices — with many adding that this isn’t just a preference but an essential need. 

If that wasn’t resounding enough, a study by Merrill Lynch found that 99% of participants believe mobile instruction supports their learning. But don’t just take our word for it. In that same study, learners put the benefits of mLearning into their own words. 75% of learners identified convenience, time savings, and training with no distractions as the key benefits of mobile learning.

Additionally, 71% of Millennials say they connect more with mobile learning than L&D activities delivered via desktop or other formal methods. Taking this a step further, 46% of learners use mobile learning before they go to sleep at night! 

The message is clear: learners crave more mobile-friendly learning options. 

The benefits of mLearning don’t stop with giving learners what they want, as implementing mLearning can also positively impact learner engagement. 

According to Course Method, after implementing mLearning, 72% of users report increased engagement with the learning materials. Further, the average completion rate of a mLearning course is a massive 82%. 

If learners want more mLearning opportunities and mLearning increases learner engagement, then it follows that people will also be motivated to spend extra time learning. 

According to a study by Capterra, mLearners typically study for 40 more minutes per week than people who complete traditional eLearning courses. 

People don’t just spend more time learning — they also improve knowledge retention thanks to mLearning. According to a report by Lynda, “one global pharmaceutical company achieved a 53% improvement in knowledge retention among staff members by using mobile learning to introduce a new product.”

So far, these statistics have focussed on the benefits of mLearning from a learner’s perspective. Fear not, as the benefits of mLearning from a business perspective are also significant. 

For example, 55% of organisational leaders experienced improved business growth after implementing mLearning. Among these improvements, 76% of leaders said mLearning enhances business efficiency.

Finally, mLearning can boost motivation and productivity. 

70% of learners say they are more motivated when they can complete a course on their smartphone. 

What’s more, mobile learners complete training materials 45% faster on average, thereby boosting productivity. In fact, during their study, Merrill Lynch produced an incredible 4,270 hours of extra productivity by using mLearning rather than eLearning. 

For more insights, subscribe to the Go1 newsletter today to stay on top of all the latest L&D trends. Or, you can book a demo to find out how Go1 can help with your team’s learning needs.

mLearning’s potential is almost limitless. With this in mind, we’ll ask the question on everyone’s lips: what are the benefits of mLearning over eLearning?

The benefits of mLearning over eLearning

Picture this: it’s been a really long day at work. You’re absolutely exhausted after attempting to tackle what seems like a mountain of work, not to mention attending multiple meetings that definitely could have been emails. You’re looking forward to home time and know it’s coming soon.  

You look at the clock to plan the last few minutes of your workday, only to discover it’s barely lunch time. Four hours of the typical workday still to go. Heartbreaking. You’re so tired.  

There’s no way you can work to your full potential for the rest of the day. However, there’s also too much work to complete for you to stop.  

While you could just push through the tiredness, that may not result in your best work. Never fear, there is a way around this; energy management. 

No, we don’t just mean an extra cup of coffee to get a boost of caffeine (though that’s not necessarily a bad thing). Energy management is about tackling exhaustion before it hits, or at least before it affects your ability to work to your full potential. 

Here, we’ll offer practical steps to help you effectively manage your energy so that you can bring your best self to work and kiss those days of exhaustion goodbye. 

For those unfamiliar with the term ‘Ultradian rhythms’, it may sound like something a dodgy local psychic would tell you to ‘tune into’. We’re happy to report that it’s much more than that. There’s real neuroscience behind it that you can use to optimise both your workplace productivity and energy. 

Ultradian rhythms are 90-to-120-minute cycles where our bodies slowly progress from a high-energy state to a low-energy state.  

You can recognise when you might be entering a low-energy state if you begin to experience signs like hunger, restlessness, and yawning.  

When you approach the end of an Ultradian cycle, and therefore a low-energy state, your body starts to crave a period of recovery. During these low-energy states, you may not feel complete exhaustion and decide that you can push through it. While this might sound like a good idea to get work completed sooner, it can have detrimental effects on overall productivity. 

If you ignore the signs of entering a low-energy state, your energy reservoir ends up more depleted overall. However, by paying attention to your Ultradian rhythms and recognising when you may be entering a low-energy state, you can recognise when it may be time for a break. 

If you’re unsure about recognising these symptoms before they impact your day, scheduling intermittent breaks every 90 to 120 minutes can help renew your daily energy. 

Taking regular breaks with the purpose of energy renewal results in higher and more sustainable performance overall.

Okay, we hear you. There’s only 24 hours in a day and even fewer in a typical workday. Buying extra time is simply not possible. While that’s technically true, there’s a way to give the illusion of having extra time in the workday. It comes down to something everyone does all the time: breathing. 

Taking a deep breath in and then breathing out for 5 to 6 seconds not only helps to induce relaxation but can also help turn off the brain’s fight or flight response, which takes over during periods of stress.  

While the brain is in fight or flight mode, it's nearly impossible to think clearly and logically - so of course it’s also nearly impossible to make the best decisions at work. If subpar decisions are being made, that can unintentionally create more stress and problems down the line, thereby taking up unnecessary time during the workday. 

By using breathing techniques to consciously turn off fight or flight mode, you are buying back the time that would have been lost to panic, stress, and unclear decision-making. You can then use that time to get more work done, network with peers, or even plan for the days ahead.

Going for a walk is probably a tip you’ve heard before. It sounds cheesy and may even make you roll your eyes a little. Before you dismiss it entirely, going for a walk does way more for energy management than just helping you to ‘calm down’.  

Just like ‘Ultradian rhythms’, there is genuine neuroscience to back up the effectiveness of taking time out of your workday to go for a short walk.  