Why Managing Isn’t Necessarily Leading

Courtney Shipshock January 8, 2019

If you’ve been in the workplace for a decent amount of time, you’ve probably noticed that all managers are not necessarily leaders. In fact, sometimes the strongest leaders in the office are not in management at all. Why is that? What are these hidden characteristics that define leaders versus managers?

These are the five ways managers are different than leaders:

1. Leaders inspire others with vision.
2. Leaders practice humility.
3. Leaders trust others to carry out tasks to completion.
4. Leaders are confident, but not overbearing.
5. Leaders think larger than their own point of view.

1. Vision

One differentiating factor between a manager and a leader is that leaders inspire others with their vision. Management requires only that you mandate tasks and ensure that your team is completing them quickly and efficiently. Leadership, on the other hand, means you inspire others to think beyond the task at hand and focus on the overall mission. They inspire employees not just to do the work, but to love it by casting vision passionately and articulately.

2. Humility

Quite possibly the most important trait of a strong leader is humility. That’s why it’s one of our core values here at PerkSpot. We believe a great workplace cannot exist without it. The strongest leaders are ones who aren’t afraid to admit when they’re wrong. They possess the humility to share the spotlight with others, recognizing their achievements and pushing them to be the best version of themselves.

3. Trust

It’s 2019. No one micromanages anymore, right? Unfortunately, micromanagement is still alive and well in our workplaces. Leaders, on the contrary, do not micromanage. True leadership means trusting others to carry out responsibilities. In fact, the best workplaces are those which empower employees to use their strengths. Even the best leaders can’t be good at everything. That’s why it’s important to build a strong team around you and trust them to work together towards your mission.

4. Confidence

Confidence is a common trait among leaders, but not every assertive person in the workplace is a great leader. Any manager can be confident, but leaders are careful not to exhort their confidence over people. Instead, they speak their mind while also listening to other opinions. This trait goes hand in hand with humility, as it takes the perfect balance of both to create great leaders.

5. Perspective

Many managers get lost in their own personal point of view, or even their team’s. Great leaders are able to step outside of their own agendas and look at the greater good. They are able to (confidently and humbly) unify everyone towards a common goal. This is perhaps the most difficult trait to learn, but it’s what truly differentiates a manager from a leader.

Do you manage a team or are you working on your leadership skills? Tell us what you think makes a great leader in the comments.

The Recruitment Resolution Every HR Professional Should Make This Year

Courtney Shipshock January 3, 2019

According to an article by Entrepreneur, January marks the beginning of a highly active hiring season. Job seekers are putting the finishing touches on their resumes and signing up for every career fair and job alert under the sun to find their perfect position. But what are you doing to find the perfect candidate?

If you’re an HR professional, you probably know it’s shaping up to be a tough season for those filling job openings. If you want yours to be a success, here’s the resolution you should be making this new year:

This year, HR professionals should be thinking like marketers. How can you do this? Here are a few ideas for finding the marketer within:

1. Use Social Media

We all know that social media can be a great tool for communicating with clients and customers, but it’s beginning to make its way onto the recruitment scene as well. Almost 60% of employees said they found their current position with their company through social media. And why not? It’s a cost-free and effective method of finding candidates for a position that you might have never encountered otherwise. If you aren’t using social media platforms to seek out new hires, make 2019 the year when you start!

2. Find Employee Advocates

A great recruitment strategy should let your company culture shine from the inside out. Your company most likely already markets the products or services they offer. This year, up your game by having employees act as brand ambassadors, speaking on reasons why they love working at your company. Create a strong network of individuals who will both fit into your company’s culture, as well as add to it. Place a strong emphasis on your values and mission statement in the job description.

3. Reach out

You can’t expect job applicants to do all the work. In 2019, we aren’t posting a job opening and waiting for applications to pour in. Instead, we’re putting in the work to find the candidate that is just right. Just like marketers use their content to engage potential leads, you can do the same for potential job candidates. Do your research and understand exactly what individual candidates are looking for in their future role, and then show them why you can offer those things.

In 2019, put your efforts towards attracting the top talent. Get in touch with your inner marketer, and it’ll be a breeze!

2019: What’s In and What’s Out

Courtney Shipshock December 27, 2018

As we cross off another day on our calendar and inch closer to the end of the month (and year!), we’re taking some time to look back on 2018 and beginning to prepare for 2019. We saw quite a bit of change this year in the HR world. A new year means new trends we can use to guide our projects and plans in the workplace. Check out some of the trends we’ll take with us from 2018 and the ones we’ll leave behind.

Leave: Employee Engagement

Take: Employee Experience

In 2018, we spent hours developing programs and testing approaches for engaging our employees – and for good reason. A study found that companies with highly engaged employees outperform their lesser engaged counterparts by 202 percent! We know that engagement is a vital part of productivity for our employees, but in 2019, we’re kicking it up a notch. Engagement should be only one element of a larger concept: the employee experience. This is not just engagement levels, but how companies do culture, benefits, dynamics among employees, and rewards and recognition. (Hint, hint, we can help with that one!) In a year where the employee has the control, create a fantastic employee experience for them and you’ll see the reward.

Leave: Physical Wellness Programs

Take: Holistic Wellness Programs

Any type of wellness program you’ve created for an employee will be appreciated, but in 2019, we’re leaving wellness programs specifically for the body behind. Instead, we’re replacing them with a more holistic approach, which gives equal mention to mental, physical and financial wellness, all of which are vital to creating a wholly healthy employee. To do so, have some meaningful conversations with your employees. Take time to understand what they want out of a wellness program and commit time and effort to find the ways you can fulfill their requests.

Leave: 9-5 Schedule

Take: Flexible Schedule

The 9-to-5 schedule trend has been on its way out for a long time, but in 2019, we’re giving it the final boot. As we ring the new year in, we’re saying hello to flexible schedules, a trend which is here to stay. This means giving new mothers and fathers the time off that they need to welcome their little ones to the world, and then recuperate from doing so. It means creating work-from-home opportunities for those who prefer to work from the couch every once in a while. It means being flexible and adaptable to your employees’ needs, which in turn can reduce turnover, absenteeism, and tardiness for the employer! According to a 2018 Global Talent Trends study, 71% of thriving employees say their employers offer a flexible work schedule. In 2019, expect this number to rise. (And make sure you’re one of those employers!)

Leave: Culture Fit

Take: Culture Add

In 2018, we talked a lot about company culture. What it is, how to create and improve it, and how to find employees that fit into it. In 2019, we’re not worrying about employees that are a culture fit; instead, we’re focusing on finding employees who add to our culture. It’s natural to feel an inclination towards those who are similar to us. However, in only hiring employees who fit into an already established culture, we lose the opportunity to diversify and evolve our culture. A better workplace seeks out employees who can bring along new ideas and beliefs that will stand to enhance a company’s culture. Doing so will a unique viewpoint that wouldn’t have been present otherwise. Keep this in mind in 2019 as you begin the recruitment and hiring process!

2018 was a great year – we opened our minds to new ideas and possibilities in the HR landscape, and they paid off. It’s time to close the books on this year and begin preparing for the next. Make sure to take these new trends with you, and it’ll be another successful year!

How to Develop Employees (No Matter Where You Work)

Courtney Shipshock November 28, 2018

There is no one size fits all approach to development. Each company comes with its own challenges and objectives. The important thing, however, is that we seek to develop employees, no matter where we work. At PerkSpot, we believe a large part of success can be contributed to the ongoing training and development of our employees, both professionally and personally.

Why do we develop?

We go to great lengths to ensure that each employee feels that he or she has room to grow at PerkSpot. Not only does this align with our company culture, but it’s also beneficial to our business. According to a Gallup poll, 70% of American employees don’t feel they’re working to their full potential. Employee development programs can improve upon that number. As an employee gains new skills, companies will see an increase in motivation, productivity and pride among employees.

How do we develop?

As we mentioned, employee development plans should be unique to your business. PerkSpot offers various ways for employees to learn and develop and we do it the right way. We strive to make employee development fun and beneficial – it should never feel like a chore. When done properly, employee development programs should feel like a great perk! For some suggestions on how to boost growth that’s right for your business, we recommend one of these tried and true ideas:

Interdepartmental Training

Did you know that only 31% of the US workforce receives formal training when they begin their job? Not only do we make sure a new employee feels comfortable in his or her new role when they start, but we also put an emphasis on training in other departments. In doing so, an employee can gain a full understanding of the company they’re working for. This makes their job easier, as well as the work they’re doing better. Everybody wins!

Peer-to-Peer Mentoring

Sometimes, an informal approach to mentorship is preferable, especially in a smaller company like ours! During the onboarding process, we assign each new hire a coffee buddy from a different department. The two employees will schedule a couple of coffee dates, preferably within the first few weeks. Even after an employee has settled into their new role, having a coffee buddy to chat with can be nice. Sometimes, we discuss projects we’re currently working on. Other times, we take up subjects like current hobbies and skills we’ve been enjoying. Not only does this allow employees to get to know each other outside of the office place, but it can also be a source of professional and personal inspiration for a fellow employee.

On-site Education

At PerkSpot, there’s only one thing better than the chance to learn – free food AND learning! We PerkSpotters love our Lunch & Learns, where we can gain useful insights into important projects our coworkers have been working on. Sometimes, it’s so easy to get wrapped up in our own tasks that we forget how vital each of our colleagues is to our company’s success. Lunch & Learns exist as a great reminder of this. Plus, PerkSpot provides lunch! How can you go wrong?

Professional Development Opportunities

Perhaps the most unique of our development offerings at PerkSpot is the professional sabbatical. Any employee who has been with PerkSpot for three years is given the opportunity to take two weeks of paid leave and a small stipend. Within that two weeks, the opportunities are endless! Anything you can find that will help you to develop skills and improve performance, both in your career and your personal life, are encouraged by PerkSpot. All we ask is that you return to the office refreshed and full of stories for us!

We work hard to cultivate a community of employees that are excited and motivated to improve on all facets of their life, and with the development programs PerkSpot offers, it’s not difficult! We hope these tips have inspired you to provide more avenues for employee development in ways that work for your business.

5 Tips for Creating the Best Employee Surveys

Courtney Shipshock November 15, 2018

There are endless benefits to creating an employee survey to understand satisfaction levels throughout your workplace.

A survey allows you to discuss employee benefit plans, improve satisfaction and productivity, and increase employee retention rates. An employee survey can make an employee feel as though they are being given the opportunity to voice their opinion, and that you, as an HR professional, care about what they have to say. Here are five tips for getting the best results from your employee surveys!

Communicate and Encourage

An employee survey won’t be successful if it’s just an email sent to employees’ inboxes, without an introduction or explanation. Use your company’s communication channel to inform employees about the upcoming survey. Furthermore, impress upon employees that their responses will be valuable in helping to effect change within the company. Pre-survey communication will guarantee much higher numbers of participation, according to numerous studies.

Emphasize Anonymity

In conducting your employee survey, you want the most honest responses from employees. The only way to receive them is through an anonymous survey. Your employees may not feel comfortable openly sharing their opinions for fear of backlash. Not to mention, an anonymous survey puts all employees on a level playing field. With anonymity, no employee feels uncomfortable because of their age or position in the company. This means they will be more likely to offer opinions and suggestions for improvement. In reviewing responses, there is no bias coming from your end, so the results are more reliable. It’s a win-win!

Make it Easy

Your employees have a lot on their plates, so motivating them to complete a survey can be difficult. Keep this in mind when writing your survey. Don’t make it unnecessarily long – the whole point isn’t to distract employees or keep them from completing other work. The National Business Research Institute says 60 questions is the perfect length for your survey. Not so long that employees feel tired or bored, but long enough to give you the answers you’re looking for!

Ask the Right Questions

Make your questions simple. According to Inc., it’s a lot easier for an employee to answer a close-ended question versus long-form, written responses. Providing close-ended or multiple choice options makes quantifying results easier for you as well! Make your questions clear and understandable. Have a fellow colleague take a look at your survey and review it for readability. Another set of eyes is always a good idea, and it will ensure you have created the best survey for your employees.

Use the Results

A Forbes article reported a 30-40% average response rate for employee surveys. One of the main causes of this disappointing statistic? Employees believe that their responses won’t be considered or utilized to execute changes in their workplace. Reverse that belief by using employees’ feedback to make actual changes where you can. Share the results of the survey and any plans you may have developed for the future. This is a great way of showing employees that you’re taking their thoughts into account, and it will increase the response rate for later surveys.

An employee survey can give you insight into employee engagement, office culture, and job satisfaction among employees. Use these 5 tips to create an employee survey that is sure to deliver the best results!

Are Your Employees Actually Engaged?

Courtney Shipshock October 24, 2018

Increased productivity, better retention, happier employees … do we have your attention yet? These are all things managers and HR officials should strive for, and they can all be achieved with one simple word – engagement.

What is employee engagement?

Employee engagement is vital to any company, large or small. It creates a network of employees that are more than just happy or satisfied, but who are genuinely committed to their company. Not only do engaged employees have a deep understanding of their company’s values, but their own personal values align with them. When you can achieve a strong compatibility between company and employee, you have reached peak engagement in your employees!

Why is it important?

Companies that report having engaged employees outperform those that report low engagement numbers by 147% in earnings per share. Employee engagement doesn’t just benefit your workers, but your company as a whole! If you’re hoping to get your numbers up as you finish the quarter, consider improving your engagement numbers first, and revenue will follow.

Studies show highly engaged employees are 87% less likely to leave their company than those feeling less engaged with their work. Yes, you read that right! An increase in employee engagement is just the thing to fix those retention numbers that keep dipping.

70% of workers don’t feel engaged at work, according to career experts at the Muse. Yikes! Reflecting on all the benefits of an engaged workforce, that’s a concerningly high statistic. Perhaps you’re thinking about your employees, and maybe even worrying about their engagement levels. Keep reading, because we break down how to measure and improve your employee engagement.

How do you know if your employees are engaged?

Here are some tell-tale signs that you can look for:

Proactivity
Engaged employees are proactive. Instead of sleepwalking through the first few hours of their morning, they jump into a new work day. These kinds of employees don’t wait for managers to give them tasks; they are self-motivated, seeking out ways to be productive and helpful throughout the office.

Communication
Engaged employees love to talk, and we don’t just mean water cooler chatter. (Although, that’s important too!) They keep managers and employees updated and informed with progress reports. They are open to both giving and receiving feedback. Eventually, an engaged employee can even become a great mentor for other employees, helping them step into their roles and improve their own levels of engagement.

Career Advancement
Career and company advancement is important to an engaged employee. Remaining stagnant at one level isn’t enough for them, and they will continue to look for ways to improve their output, as well as general company success. This is because they’re invested in the company, which is the most important sign of an engaged employee.

Engaged employees are essential to the wellbeing of a company. They help to create an environment that inspires other employees. If you’re concerned about the engagement levels of your employees, check out our recent post about everyday employee engagement tips that can have a big impact on your business.

Starting the Conversation

Courtney Shipshock October 10, 2018

World Mental Health Day was yesterday, which makes this the perfect time to start the conversation in your workplace about mental health.

What is Mental Health?

Before we can begin the conversation about mental health, let’s dive into understanding mental health and the stigma surrounding it. At a general level, mental health can be defined as “our emotional, psychological, and social well-being.” It directly relates to how we think, feel, and behave. Most common of the mental health conditions are anxiety, mood, and schizophrenia disorders, according to Medical News Today. Mental health problems, which can be diagnosed at any point in our lives, have the ability to affect every aspect of your life, but especially in the workplace. According to the World Health Organization, we spend one-third of our adult life at work, which can be a source of happiness and satisfaction, but also stress and anxiety at times. In fact, a quarter of Americans say work can be the root of their mental health issues.

So, Why the Stigma?

Despite 25% of Americans suffering from a mental illness due to work, eight of 10 report that “shame and stigma prevent them from seeking treatment,” according to the National Alliance on Mental Illness. Largely derived from the fact that there is a widespread lack of education regarding mental health and mental illnesses, it is often assumed that someone affected by a mental illness is merely being “irresponsible, lazy, or dangerous.” People fear disclosing any details about their illnesses because these qualities could become associated with them. In turn, this could open the door for colleagues and management to view them as incompetent employees.

One of the most important ways we can break down the negative stigma surrounding mental health is to talk about it. At times, it might feel awkward or inappropriate, but there are some great ways to beat the stigma and make a difference for mental health, without becoming too intrusive. Try these helpful tips when discussing mental health with coworkers, employees and yourself.

Talking to … Yourself

Perhaps the most important person in this conversation is yourself. You can only begin to feel secure talking about this subject once you have analyzed your own personal mental health. If you, like 20% of adults today, suffer from a mental health condition, reach out to the resources you feel will help the most. Sometimes it’s a coworker or boss, sometimes it’s a family member or friend, and sometimes it’s someone completely out of your personal circle, such as a mental health counselor.

Don’t feel guilty or ashamed of how you’re feeling, but do try to seek out assistance. Whatever you choose is perfectly acceptable as long as it aids you in finding the help you need. Our mental health goes beyond mental illness, and everyone can take steps to preserve their mental health. Sleep, health, and exercise are all vital elements to a healthy mind and body. Pay attention to what your body and mind are telling you before you reach out to others.

Talking to … Employees

According to the Fortune.com, approximately 43.8 million adults in America experience mental illnesses in a year. However, only 41% of those adults have received the help they needed! Often the aforementioned negative stigma pervades many workplaces. Leaders in the workplace can break down these walls by helping employees feel comfortable approaching them with this information, especially if they believe it is negatively impacting their work. That being said, the best thing you can do for your employees is to educate yourself. Learn about the resources available, how to appropriately discuss them, and extra steps you can take to ensure the best mental health for your employees. Reinforce with each employee that it is a judgment-free zone if and when they choose to discuss their mental health.

Talking to … Coworkers

Maybe you don’t have the status in your workspace to completely implement new mental health resource programs, but that doesn’t mean you can’t have an effect throughout the office. Encourage fellow coworkers to participate in any educational programs available to them. If these don’t exist, there are still options! Suggest activities both in and outside of the office that can help foster a strong relationship among co-workers. This camaraderie will ensure they have support if they ever need to speak to someone. In fact, studies show that having friends at work can improve employee happiness and morale.

In addition, take the time to recognize your colleagues when they’ve done some great work. Some companies offer a designated program for this (like PerkSpot’s Rewards & Recognition), but if yours doesn’t, something as simple as a handwritten note or e-card sending your appreciation could help in boosting someone’s self-esteem and mood!

Beginning the discussion about mental health can be difficult, but it’s absolutely vital to your employees’ overall health and wellness. Not only that, but it can also impact your company’s productivity and employee engagement. Creating an environment that makes your employees feel comfortable and welcome is of the utmost importance. While you can use World Mental Health Day to start the conversation, remember it’s something you should continue to talk about all year long.

Why Your Coffee Addiction is Your Healthiest Habit (Or, How to Drink Caffeine Like a Scientist)

Courtney Shipshock October 1, 2017

We love coffee, so we decided to offer you a little wisdom about this surprisingly healthful beverage. Coffee actually boasts a longer and more diverse list of health benefits than most superfoods, which is great news for the 54% of Americans adults who consume at least one cup a day. Below you will find a rundown of the not-so-obvious ways that coffee is good — one might even say great — for your health.

Below that are some additional tips for the best way to imbibe your caffeine, no matter your preferred source beverage (we didn’t forget you, tea and soda drinkers of the world!). It turns out that a bunch of the ways we normally consume caffeine (e.g. first thing in the morning) are actually the scientifically worst ways to do so, minimizing its effectiveness and increasing the likelihood that you’ll become a bona fide caffeine addict.

We’re the discount specialists here, so it’s important to us that you are getting the biggest bang for your caffeine buck.

I. Coffee is the Workplace Super-Beverage

All the Antioxidants.

“Nothing else comes close” to providing as many antioxidants in the American diet. In terms of antioxidants per serving, coffee “easily outranks” other popular sources like tea, chocolate, and cranberries. Coffee beans are particularly rich in disease-combatting quinines, which actually become more potent after roasting — dark roast fans rejoice!

Technically: Dates trump coffee for antioxidants per serving, but we thought it’d be easier to write a piece about why that drink you love is really awesome, rather than try to convince you to start eating dates on the daily.

Stress-Free Scent.

The simple aroma of coffee is shown to reduce stress stemming from sleep deprivation. An international group of scientists linked exposure to the scent off coffee with the boosted expression of genes and brain proteins that protect nerve cells from stress-related damage. This is a big one considering that 84% of Americans report under sleeping at least once a week.

Best for Your Brain.

People who consume 3-5 cups of coffee a day in adulthood are observed with a 65% decreased risk of developing dementia or Alzheimer’s disease. Coffee may decrease risk of Parkinson’s disease, and now this recent study finds that 2-4 cups of coffee a day can reduce movement-related symptoms in Parkinson’s patients.

Tea drinkers: There is some scientific evidence to suggest that tea has similarly favorable effects against cognitive decline, but the results are less consistent and less pronounced.

Your Liver Loves It.

A 22-year longitudinal study found that the risk of developing alcoholic liver cirrhosis decreased by 22% with each cup of coffee subjects drank per day. 1-4 daily cups of coffee are also demonstrated — although with less pronounced results — to help prevent other types of cirrhosis and non-alcoholic fatty liver disease (NAFLD).

10% Happier.

Coffee fanatics (think 4 cups a day) are 10% less likely to be depressed than those who don’t drink coffee. This finding holds true for both caffeinated and decaffeinated coffee. Other studies suggest similar mood boosting effects for a more moderate 2-3 cups.

Take note: Sugary beverages — particularly soft drinks — have a higher risk of depression. For the best coffee-induced mood boost, we recommend drinking it unsweetened. (Your cavity-free teeth will be happier too!)

II. Don’t Drink Your Caffeine Like A Rookie

Cortisol Control.

If you’re like most of us, you probably have your first (or second or third) caffeinated beverage within an hour of waking up. This is basically the worst possible time to drink your caffeine. Our bodies run on a 24-hour hormonal cycle called the circadian clock. In the morning, our bodies to naturally release cortisol, a hormone that makes us feel alert and awake. If you typically wake up between 6am and 8am, peak cortisol production lasts until about 9am.

Don’t drink caffeine during peak cortisol production.

Cortisol not only reduces the effects of caffeine, but also spurs your body to build up a caffeine tolerance. The more often you consume caffeine during peak cortisol production, the more likely you are to become dependent on caffeine just to feel awake. So when should you drink it? Science says between 9:30am – 11am and 1:30pm – 5pm.

Slow and Steady.

Research suggests that small, frequent doses are the most effective way to consume caffeine. Caffeine peaks in the body between 30 and 60 minutes after consumption. Harvard Medical School researchers found that an hourly dose of 25-100mg with a daily maximum intake of 400mg is the optimal method for maximizing caffeine’s stimulant effects without experiencing the dreaded 3pm crash. (For reference: one cup of coffee typically contains about 100mg of caffeine.)

Learn more and test your knowledge with this Caffeine Quiz.

Crush the Afternoon Slump by Daydreaming, Reading a Novel

Courtney Shipshock November 11, 2015

Your high-energy, high-output morning feels like a distant memory, and the end of your workday seems about a week away. That third cup of coffee is wearing off and you’re debating whether your stomach can handle a fourth. We’ve all been there — the afternoon slump — and we’ll all be there again. Some of us may even be reading this blog post in the midst of a 3 pm productivity tailspin.
If your afternoons are often more of an uphill battle than a victory lap, we’ve got news for you.

The bad:

The afternoon slump is more than just a marketing ploy. It’s not an attempt to sell you alien-shaped-sleep-at-your-desk pillows or productivity-boosting facial spray. The afternoon slump is very real. In fact, it’s a natural part of how the human brain works, and it’s pretty much unavoidable.

The good:

Because we understand the brain mechanism that contributes to the afternoon slump, we also understand how to mediate its effects. Below is a quick summary of the relevant research. Plus, we’ve included a few activities you can do at lunchtime or for a quick break to power past your PM lethargy.

The science:

Researchers at the University of Illinois conducted a study to determine what actually happens in your brain when you suddenly find it difficult to maintain focus after an extended period of work. The study measured groups of participants’ performance on a series of hour-long computer tasks. One group took two short breaks during the tasks, while the other took none. The only participants that exhibited no decline in performance over time were in the group taking the breaks.
The study results confirmed researchers’ hypothesis that the human brain’s ability to maintain constant focus eventually plateaus and then declines. It’s like how you notice a distinct smell when you first walk into a room but cannot smell it after half an hour. The results also confirmed their idea that the brain naturally revs up when one shifts focus.
Taken together, these findings suggest that a 5- to 10-minute break during a project requiring hours of sustained effort can naturally reinvigorate your ability to focus and promote maximum productivity.

Here are three of our favorite break-time activities to give your focus a chance to recharge and, according to science, enhance your brain function:

1. Daydreaming makes you a better problem solver.

Studies show that stepping away from a difficult project to do an unrelated and easy activity makes you more creative when you get back to work.

The evidence: This UC Santa Barbara study found that mind wandering boosts creative problem-solving skills. Subjects performed an Unusual Uses Task (UUT) — a traditional psychological measure where one lists as many uses for certain objects as possible. After the UUT, subjects engaged in either a cognitively demanding or undemanding task. Neuroscientists measured the subjects’ levels of mind wandering during these tasks, and found that those performing the undemanding task exhibited a much greater tendency to let their minds roam. All subjects then performed another UUT. Guess which group of subjects showed dramatic improvement in their second UUT? Yup, the daydreamers.

2. A 10-20 minute power nap between 1-3pm is better than a cup of coffee.

By timing it right, a short nap immediately recharges your brain’s ability to focus. Even better, it all happens without the subsequent drop in energy when the caffeine buzz wears off.

The evidence: A 2006 study on nap duration found that 10 up to 20 minutes is the ideal length of time for a power nap. Nappers who slept for more than 20 and up to 60 minutes exhibited sleep inertia for half an hour after they awoke. What is sleep inertia? It’s the scientific term for the grogginess you feel immediately after rising, and it’s definitively proven to seriously impair cognitive performance. A nap shorter than 20 minutes keeps your body from falling into the deeper levels of sleep known as slow-wave and REM sleep (the types of sleep that produce sleep inertia). Naps of this length are known to replenish attention and strengthen working memory.

3. Reading a novel makes you less stressed and happier.

Engaging with fiction tricks your brain into believing it’s in another world. In so doing, it relaxes you and strengthens your ability to empathize with others’ points of view.

The evidence: Numerous surveys comparing readers and non-readers — such as this one by Quick Reads and the University of Liverpool — find that people who read as little as 30 minutes per week experience less feelings of stress and depression, report 20% greater life satisfaction, and are better equipped to deal with difficult and unexpected situations. Neurological research has actually documented changes in brain connectivity as a result of novel reading and suggests that these changes enhance one’s ability to adopt other perspectives.

Workspace Psychology 101: Boost Your Mood, Motivation, and Productivity

Courtney Shipshock September 1, 2015

Even with the rapid growth of the freelancer economy and the increasing appeal of shared coworking spaces, the majority of us still work out of a single, personal workstation. It’s no secret that our surroundings — both indoor and outdoor — continually impact our psychological well-being and cognitive function. Everything from color design to your distance from the nearest window has a measurable effect on your mood and productivity.

Not everyone can move to a corner office or ask their boss for a custom built ergonomic workstation. So, we rounded up a few scientifically proven ways you can optimize your workspace. That way, you can keep your spirits high and your output in peak form.

Take charge of your decor.

The extent to which different people can personalize their workspace certainly varies. For some, it may be limited to the addition of a few framed photos. While others may have control over their surrounding paint color, adjustable lighting, etc. Regardless, research shows that exercising your maximum degree of influence over your workspace design is beneficial for your motivation and productivity.

Multiple studies led by Craig Knight at the University of Exeter measured workers’ mood and efficiency in varying levels of personalized workspaces in several industries. Self-reported surveys found that the more control people were given over their surroundings, the more engaged they were with their job and the more they identified with their employer. Two additional studies compared workers’ abilities to complete tasks in workspaces categorized as lean (bare and functional), enriched (decorated with plants and photos), and empowered (individuals allowed to design their area). People working in enriched spaces were 17% more productive than those in lean spaces, while their empowered counterparts were a whopping 32% more productive.

There’s no such thing as too much nature.

Indoor plants are perhaps the single best investment you can make in your workspace. Research overwhelmingly shows that office plants help workers recover from demanding activities, decrease stress, and even reduce office air pollution.

Here is a guide to desk plants that thrive in indoor office environments.

Here is a graphic of the best air-cleaning plants, according to NASA.

Curves are more relaxing than right angles.

There is a long history of scientific literature demonstrating the relationship between positive emotional responses and rounded shapes in design and architecture. More recent studies find this relationship extends to furniture and objects in our immediate surroundings.

A recent study led by Sibel Dazkir at Oregon State University looked at participants’ responses to four interior settings with varying degrees of rounded and hard-edged furniture. The two settings with a higher concentration of curves were significantly more inviting to participants and elicited higher amounts of pleasant-unarousing emotions (feeling relaxed, peaceful, and calm).

If possible, opt for a desk and chair that emphasize curves to foster tranquility in your workspace. If not, surround yourself with smaller objects that highlight fluid forms. For ideas, try adding a desk lamp, coffee mug, or potted plant.

Clutter promotes creativity.

Some appreciate the value of a tidy, organized desk. But others feel more at home amidst stacks of loose paper peppered with stray binder clips. Messy workspaces are strongly associated with enhanced creativity and more novel ideas.

This intriguing study led by Kathleen Vohs at the University of Minnesota confirmed the clutter-creativity connection. However, it also found participants in tidier workspaces were more likely to choose healthy snack options. The study finds that people in more orderly workstations are more likely to do what was expected of them. These findings suggest that levels of workspace organization and disorder influence and might even optimize the efficiency of one’s job. For example, a business analyst will likely prefer a more robust organizational structure than the in-house graphic designer.

Color affects cognition.

All colors and light levels have different psychological effects, so choose your colors and desk lighting accordingly. In a 2009 study, Ravi Mehta and Rui Zhu used a series of six computer-based activities to evaluate how red and blue affect cognition. Red facilitates greater attention to detail. Blue encourages exploration and creativity. Green promotes idea generation. Discover what mode of cognition your job requires the most, or what mode of cognition you feel comes least naturally to you. Then, try to work the relevant cognition-boosting color into your workspace.