A thorough noise inspection helps identify problems before they affect worker health. Regular monitoring and assessment create safer workplaces and protect employees and employers from the long-term consequences of excessive noise exposure.

Understanding Noise Levels

The Health and Safety Executive (HSE) sets clear limits for workplace noise exposure. When noise reaches 80 decibels (dB), employers must take action. At 85 dB, specific protective measures become mandatory. These limits exist because noise damage happens gradually – often without workers noticing until serious harm occurs.

First Steps in Assessment

Noise problems often start with simple observations. Equipment that makes it difficult for workers to hear normal conversation at arm’s length typically exceeds safe limits. Machine noise that causes workers to raise their voices indicates the need for measurement and control.

Measuring Workplace Noise

Sound level meters accurately measure noise levels throughout work areas. These measurements must follow specific patterns to capture average and peak noise levels. Taking readings at different times and locations builds a complete picture of noise exposure risks.

Understanding Daily Exposure

Workers’ daily noise exposure depends on both noise levels and exposure time. An 85 dB noise limit means workers can safely work for 8 hours. As noise levels increase, safe exposure time decreases significantly. At 88 dB, it drops to 4 hours.

Taking Action – Making Changes That Work

Noise control starts with the source. Machine maintenance, equipment modifications, and proper mounting can significantly reduce noise. Simple changes like tightening loose parts or adding rubber mounts often make noticeable differences in noise levels.

Creating Quiet Zones

Work areas need different noise control approaches. Enclosing noisy machines with sound barriers helps protect nearby workers. Moving noisy operations to separate areas reduces exposure for other workers. Creating quiet break areas gives workers regular relief from the noise.

Protection That Works

Hearing protection must match the noise level and type of work. Earplugs are suitable for constant noise exposure, while earmuffs are better for areas with intermittent loud noises. The proper protection depends on both noise levels and worker needs.

Training Requirements

Workers need proper training to understand noise risks and protection methods. This includes correctly wearing hearing protection when it is required and reporting problems. Regular refresher training helps maintain awareness and proper practices.

Checking Results

Regular noise measurements show if controls work effectively. Changes in equipment, processes, or work patterns can affect noise levels. Tracking these changes helps maintain safe working conditions. Annual hearing tests for workers in noisy areas catch problems early.

Documentation Needs

Good records protect both workers and employers. Noise measurements, control measures, and training records show compliance with regulations. These records also help track changes over time and identify areas needing improvement.

Making Changes Last

Sometimes, the most straightforward fixes work best. Rubber mounts under vibrating equipment often reduce noise more than expensive enclosures. Regular maintenance keeps noise levels from creeping up over time, and minor improvements add up to significant noise reduction.

Equipment Selection and Maintenance

Every piece of equipment affects workplace noise levels. Old or poorly maintained machines often run louder than necessary. Regular maintenance schedules should include noise level checks. Replacing worn parts before they cause problems prevents unnecessary noise exposure.

Creating Safe Work Practices

Clear procedures help workers stay safe in noisy areas. Setting specific times for noisy operations lets other workers plan quieter tasks. Rotating workers between loud and quiet tasks reduces daily exposure. Good planning makes these procedures work smoothly.

Long-Term Planning Works

Planning for noise control saves money and protects workers better than reactive solutions. When buying new equipment, choosing quieter models costs less than adding controls later. Building noise control into workspace designs prevents problems before they start.

What About Mobile Equipment?

Mobile equipment creates unique challenges for noise control. Portable generators, compressors, and power tools move around work areas. Workers need clear rules about when and where to use hearing protection. Regular noise checks help identify problem areas and equipment.

Training That Works

Good training programs do more than just tell workers to wear hearing protection. They explain why protection matters and how to use it properly. Regular updates keep safety awareness high. Practical demonstrations work better than just talking about rules.

Making Protection Comfortable

Workers use hearing protection more consistently when it fits well and feels comfortable. Different styles work better for other people. Having several options available helps workers find protection they’ll wear. Regular checks ensure that the protection stays in good condition.

Solving Common Problems

Most workplaces face similar noise challenges. Machine noise increases gradually as parts wear, and workers sometimes skip hearing protection during quick tasks. Good programs address these common issues through regular checks and transparent policies.

Getting Everyone Involved

Workers often notice noise problems first. Their feedback helps identify issues before they show up in measurements. Regular safety meetings give workers chances to report concerns and suggest improvements. This involvement helps create better solutions.

Looking Forward

New technology keeps improving noise control options. Better materials make machine enclosures more effective, and more intelligent monitoring systems track noise exposure more accurately. These advances make it easier to protect workers while maintaining productivity.

The Final Check

Good noise control programs improve over time. Regular reviews catch new problems early, and training updates inform workers of proper practices. Most importantly, consistent attention to noise control protects workers’ hearing for their careers.

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A company’s mission statement outlines the company’s business. It illuminates a goal and defines a strategy for reaching that goal. It points to both the current status of the company and where it is going. Having these statements clearly lined out provides employees with a specific goal to attain, promoting efficiency and productivity. But what about your personal mission statement?

I have found that it’s more likely you know your company’s mission than your personal one, which can prove to be a great shortcoming for your life. Most companies review their mission statements as often as possible to ensure that their business dealings are consistent with who they’ve said they want to be. Companies often share their mission statements and personal statements should be no different.

Making a personal mission statement helps to clearly define your personal goals. It allows you to more readily dismiss distractions that creep in and provides a clear pathway toward your personal success. It enables you to identify areas you want to improve in your career, work ethic, or daily productivity. Personal mission statements are critical because:

• They define and explain why you do what you do
• They keep you focused and on track during tough times
• They serve as your foundation
• They make decision-making simpler
• They keep you focused on pursuing the things that make you happy
• They give you a clearly defined outline for the future

I know first-hand what it feels like to be neck-deep in an organization, having invested a lot of time and personal resources into what I believed to be a bright future, only to find out that their business mission is contradictory to my personal mission. Often these situations arise because of poor communication – but what results is a whole lot of heartache.

The point at which you realize that where your company is going is not matching up with who you are as a person is also the exact point where action must be taken. If you don’t take action, the pressure will build and an emotional response will come out in one way or another. Acting early on and tapping into your first instincts when something seems awry is the best way to lead with your rational brain before your emotions get involved.

Your job is about more than your salary. People leave companies all the time to make less money. In the current climate, about 50% of Americans have either switched jobs or are considering it. It is becoming more common to move companies, making it easier than ever to ensure you are at a company whose values align with your own.

What makes your blood boil? That’s a great starting point to discover your passions. When you exhibit anger or annoyance, it’s usually because one of your values has been violated. Trace that emotion back to how you think things should be, and you’ll likely find some of your core values.

What qualities do you appreciate in others or in a company? What qualities do you not appreciate? What do you think is acceptable, and what do you refuse to tolerate? Why? These are questions, but skip over too often.

When you think about what could be different in the world, what comes to mind? Is the company mission a part of solving any of those problems? Imagine what it would be like to accomplish your work with your personal mission completely aligned with your company vision. This is a springboard to joy and potential.

Make your personal mission statement a priority and revisit it frequently. Don’t let months or years slip by without you realizing that you’re fighting a losing battle of values with your company: make a change. In aligning your personal mission with your professional mission, you give yourself the opportunity for a bigger impact, greater job satisfaction, and overall life happiness.

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Allyship is like a muscle. You must commit to exercising that muscle if you expect to see growth. Here are four ways to grow your ally muscles and commit to doing better as injustice disruptors:

1. Expand your knowledge: Diversity language is constantly shifting as are the issues that impact marginalized groups. While you may never firmly understand all the nuances surround an issue, it is important to raise your awareness-level by educating yourself on how a group is experiencing discriminatory practices.

For example, as a racial ally, you may find yourself rooting for the men of color who have joined the leadership team in your organization. However, are you aware that the women of color who may later join that group may still experiencing gender-based discrimination? For women of color, this is called intersectionality. Without understanding intersectionality and how sexism still impacts women of color, it would be quite easy as an ally to miss this issue if your sole focus were simply based on issues of race and racial diversity. So, commit to learning every day.

2. Use your voice: If you do not speak up when witnessing a discriminatory act, this is equivalent to committing the act itself. To remain silent is to be complicit. Admittedly, using one’s voice can be intimidating if it is a muscle which has rarely been used. However, your approach does not have to be combative or confrontational. As a matter of fact, you can interrupt an injustice in the workplace by being inquisitive through asking simple questions.

If an older colleague is repeatedly the butt of jokes because of their age, or perhaps this colleagues’ contributions are often ignored, you can help combat this discrimination by intervening with your questions. If you are not the confrontational or direct type, you can ask the bully why they thought the joke was funny, and follow-up by telling them you just did not get the joke. Find time to privately ask the targeted person how they would like you to intervene. Of course, do everything you can to elevate the issue to HR if possible. Understand that allyship does involve putting yourself at the forefront of an issue, so proceed courageously.

3. Join forces: Depending on your workplace culture, retaliation can be very real. In these situations, finding like-minded people who are willing to stand with you against injustice is critical. Coalition-building helps take the target off one person, and it diffuses it to the broader group of allies. You do not have to worry about being the lone ranger standing up against an issue. However, when more than one person brings a problem to light, what could have easily been an issue swept under the rug is a lot harder to sweep away because of the strength of the group. This is the reason union protests are powerful, because there is strength in numbers.
4. Apologize: We do not know what we do not know, and we are human so we will make mistakes. The sooner you understand and acknowledge this, the easier it will be to apologize when you have said the wrong thing, you have done the wrong thing, or did not intervene as an ally when you should have. There is no need to explain what your intent was if the impact was the opposite of what you intended it to be. Just simply and authentically apologize and learn from your mistake.

The more you work your allyship muscle, the better you will get at using your voice for justice in the workplace. Activate your power to make a difference.

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In my thirty years of being in the nursing field I have seen many leaders delegate their responsibility of executing the plan. Many times, the leader perceives this as burdensome which leads to poor strategy execution. When this happens, the employees will not embrace the strategy resulting in widespread anxiety. If the leader doesn’t believe in the strategy neither will the employees.

Achieving excellence is a mindset. Excellence can be achieved when employees at every level are included in problem identification and corrections of those problems. Excellence needs to be translated into achievable, measurable, and team-focused goals that are doable and have long-term sustainability. Achieving organizational excellence is a journey that utilizes best practices, the right tools and then apply them to the right systems and processes. This ultimately improves the workplace atmosphere.

Here are some ways to assist employees with achieving excellence:

1. Create champions of projects. Champions at every level promotes quality and an inclusive atmosphere of excellence throughout the Champions also promote quality within the organization. Creating champions gives the leader an opportunity to review progress, mentor and coach employees, resolve issues, and ensure the right outcomes are being achieved.

2. Don’t just provide lip service. Model the behavior you wish to see. The leader must be the master champion of executing the plan because if employees’ sense that there’s no commitment, they won’t buy in, and the plan will fail.

3. Don’t lose sight of the journey. Remember, most problems that are identified didn’t happen overnight so it will take time to correct them. Remember, it’s a journey not a race.

4. Be ambidextrous and fluid. As the leader, you must be able to see the big picture and help employees see the big picture of where the organization is going, manage the strategy, and execute the plan. More importantly, you must be able to communicate with employees at all levels in a manner that they can understand. The leader must also be able to alternate between leading and following and vice versa.

5. Recognize excellence: Recognition of excellence should not be based performance but rather growing your employees. Excellence should align with your organizations brand, mission, and overall culture.

6. Invest in your employees – investing in staff can lead to staff who are deeply invested in organizations. According to a Gallup Study, employment engagement is on the rise and hovering around 34% compared to 26% previously. Investing in staff may include professional development activities, workshops or continuing education leads to improved outcomes, improved employee retention, improved financial outcomes, and creates a culture of excellence

Creating an inclusive positive atmosphere of excellence is not just about training. It’s about the organizational cultural experience as a whole. Creating a culture of excellence means creating a culture in which employees can excel at every level and consistently deliver high-level customer experiences.

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We need feedback and reflection from our peers (and, of course, our manager if we have one) to see ourselves more clearly. If we wait for that feedback to come, it will, eventually, but most likely in a less-than-pleasant form. By being proactive we do ourselves a favor and minimize the natural tendency to get defensive by claiming the process of growth for ourselves.

When you’re ready to ask one of your colleagues for feedback, be specific: By narrowing your questions and giving your listener clear guidance on what you want back from them, you’ll send a clear signal that you genuinely want their help.

Here are a few questions you can try with your colleagues to elicit some career-changing feedback (try one a week with a different person for the next seven weeks):

1. What is one habit I have around communication that, if I broke, would make life easier for my teammates?
2. When it comes to our company values, which one would you say I am best at embodying? Which is the one you see me struggle with?
3. If I could change one thing about how I show up to my work day-to-day what would it be?
4. Is there a specific topic that you’ve found is hard to give me feedback about, or where I get defensive when you try to bring it up?
5. What is a strength I have that I don’t fully own and lean into?
6. What is a strength I have that I over-rely on?
7. If I were to stretch out of what you see as my comfort zone, what might that do for me as a professional?

Learning how to receive challenging or self-image confronting feedback might be the highest value life skill there is.

It starts by asking for it.

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The real question might now be: Is it up to family caregivers alone or should employers share in some of this responsibility?

In the late 1990’s as a high tech consultant with global responsibility, dad passed away from complications of dementia and mom moved in to live with my husband and me. Mom was beginning to demonstrate early stage dementia symptoms, but my husband and I were initially clueless and later in complete denial as our lives flipped upside down.

My husband called from the emergency room after another of mom’s falls. I stepped out of the executive meeting to speak softly so others wouldn’t hear. The exchange began: “I’ll get a flight back tonight. No, there’s nothing you can do tonight. I feel awful you have to deal with this alone. You’ll be home soon enough to take over…” And so it went, it was like a familiar tune someone carelessly hums that’s now stuck in your head. I returned to the meeting feeling helpless and hopelessly distracted.

During our 18-year dementia journey, no one at work spoke out loud about the challenge of elder care. In the high tech world, women only whispered about the impact pregnancy might have on their career growth. The thought of walking into my boss’s office to discuss the true time required to take my mom to doctor’s appointments was inconceivable.

Can we manage the role of caregiver with career? Or are we destined to exit the workforce in droves taking up caregiving while shortchanging our own future physically, emotionally and financially?

The good news is workplace stigma of caring for an aging loved one is changing. The bad news is it isn’t changing fast enough.

In a newly released whitepaper, “Taking Care of Caregivers,” Facebook highlights a cultural shift for employees with elder care responsibility by incorporating existing community resources with emerging business platforms. The big benefits are resources available in the workplace and protected under the company’s HR offerings. Although unproven, the hope is you’ll focus on work, openly support your caregiving responsibilities and grow your career. The motivation for this change is it’s good for you and for your employer.

ReACT (Respect A Caregiver’s Time) and AARP teamed up to produce

“Supporting Working Caregivers: Case Studies in Promising Practices,” which identifies companies trying out traditional and innovative business practices to specifically support employees with elder care responsibilities.

What if you don’t work for one of these enlightened companies? What can you do while waiting for the culture to change where you work?

Four Things to Remember:

• Accept that you cannot do it all: Identify what you need to be successful in caregiving and make sure you get it. Don’t devolve into the pity party beginning with, “no one else will help”. Accept that your immediate or extended family may not be your primary support network. And if that’s the case, move on.

• Find your tribe: Identify resources who support your caregiving responsibility. If your company doesn’t offer eldercare consulting, find a service that does. There are many free services for information and support like the Alzheimer’s Association 24-hour helpline (800-272-3900).

• Push aside feelings of guilt: You didn’t cause this. Even on the days that your loved one’s behavior suggests you are wholly and totally responsible. Understand it’s the illness and not your loved one talking.
• Know you will lose patience during caregiving: Whether it’s at yourself, your loved one, your job, the medical community, fate or the world you will lose patience while caring for a loved one, especially one with a brain disease. Walking a tightrope between your work, caregiving, family and your own health won’t allow time to take a walk or go to the gym. Instead develop strategies that aren’t time bound: tune out “in place”, step away, smile and nod or excuse yourself and scream into a towel. Do what quickly disconnects you from the emotion of your most stressful situations.

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We’ve all experienced the highs of life when everything seems to be going our way, making it hard to imagine anything but smooth sailing. Then, the ground shifts—perhaps you lose your job or your health declines, and panic creeps in. With a spouse and children relying on you, not to mention bills piling up, you start to worry about how long it will be before creditors come knocking.

We’ve heard people say, “I’d never work there,” as if certain jobs—often unskilled or low-paying—are beneath them. Deep down, we know an honest day’s work is never shameful, but pride can make us think too highly of ourselves. That is, until life delivers an unexpected blow.

Sometimes, we need a lesson in humility. When we get too comfortable, life has a way of reminding us to adjust our perspective. In those moments, we must swallow our pride and do what we’ve been dreading.

Understanding Pride’s Roots

Every emotion has a root cause, and pride often stems from fear of embarrassment, which can manifest as arrogance. We might refuse a job because we worry others will judge us, or it doesn’t align with the image we’ve crafted for ourselves. Society’s emphasis on status can trick us into tying our worth to possessions or job titles, when in reality, our value lies in who we are as people.

Life humbles us all at times—it’s nature’s way of leveling the playing field. As painful as these moments are, they foster growth. There’s a fine line between confidence and arrogance. Confidence is attractive and inspiring, while pride is off-putting and isolating. So why do we cling to it? Our ego resists the “hit” of humility, but that hit is often exactly what we need to mature.

Consider someone who built a thriving business only to face a setback—perhaps a spouse demands less work, or health issues force a change. Slowing down feels like defeat, especially when money was once abundant, and now you’re worrying about the next paycheck. In these moments, you may need to take “that job”—the one you swore you’d never do—and be grateful for it.

Benefits of Letting Go of Pride

Here are key insights about swallowing your pride:

• It’s necessary for growth. Pride has no place in a healthy life—it strains work relationships, families, and marriages. True success comes from confidence in your abilities and future, not from tying your worth to fleeting things like jobs, cars, or fame. Your value lies in your character and integrity, not in what you produce or own.
• It’s a mark of maturity. Pride is selfish, focusing only on how we’re affected. Maturity means prioritizing others, like taking a less-than-ideal job to provide for your family. When money is tight, priorities become clear—pride fades, and keeping a roof over your loved ones’ heads takes precedence.
• It builds character. Humbling experiences strip away harmful attachments, helping us see ourselves clearly. They teach us to appreciate blessings instead of chasing excess, grounding us in what truly matters.
• It makes you likable. Proud people can be hard to be around, constantly boasting while others seek an escape. A humble perspective makes you more approachable, unburdened by unrealistic expectations, and open to success.
• It reduces stress. Pride creates pressure to maintain or surpass achievements. By letting go, you set your own course, guided by conscience rather than external judgments. You don’t need vast wealth at the expense of your health or family—humility allows you to say no to overburdening demands.
• It’s freeing. Releasing pride, though initially painful, lifts the weight of self-imposed expectations. What feels like shame transforms into peace, offering a sense of liberation you couldn’t have imagined.

Letting go of pride is challenging but essential for growth and thriving. Taking “that job” may sting, but the pain of change brings freedom. As bitter as the pill is to swallow, it leads to a life unencumbered by ego, allowing you to embrace your true worth. For more insights on finding balance, consider exploring how life’s challenges, like financial struggles, impact our sense of self at this resource.

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Find clarity.Really take some time and write out what you want from a job and how it will look with your family lifestyle during school hours. Do you want to work remotely? How many hours could you feasibly work each week? Do you want set days? What does flexible really mean to you? Be specific and keep asking questions like this until you have written down exactly what you want and don’t worry if it takes a week. Don’t judge or limit yourself. I truly believe there is a job match out there for everyone and their family.

Maximize your strengths. It can be so easy to focus on what you believe is limiting or find it challenging that you have been out of the workforce. Don’t go there! Focus on what you DO have. Sit down and write down skills that you are REALLY good at; whether it is from previous jobs, volunteer positions or running the household.

Alignyourvalues. The time that you have while your kids are in school is very precious. If you don’t find stuffing envelopes (although sometimes mundane work is all we need to bring in some bacon), then don’t spend your time doing it. Be picky! Ask yourself WHY are you really looking for a job. What type of work would really fulfill you? What type of values or company would you be interested in? Do you need the position to be paid?

Communicateyou.Now that you have a broad sense of your skills and where you want to go, it’s time to articulate it. Find a cool resume builder online (I like Canva and its free!) and build it based on your best strengths and the type of work you want to do. Be sure to put your work as a SAHM on the resume listing the skills you have learned (patience, anyone?). Update your LinkedIn profile with similar language and a nice professional-looking picture.

Make the match.It’s time to put yourself out there and see what comes. The best job boards are indeed, craigslist (for part-time or gigs), LinkedIn, glassdoor, etc. I LOVE flexjobs.com. It does cost money, but they weed through “scam jobs” for those of looking for part-time work during school hours. For local jobs, it’s also great to look in newspapers or for flyers around town. Let friends know you are looking for a part-time work situation. Referrals are the best source. Volunteering in the meantime can always lead to a paying referral or job as well.

Be sure to be kind to yourself during a job search and practice self-care. It can be rejecting and vulnerable, but remember your strengths and a match will come your way!

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You know the type – they come in late, leave early, take long lunches, and disappear for hours at a time. They’re the kind of folks you look at and think, “How on earth did you get yourself dressed and out of the house this morning, let alone walk around and talk?” They seem to have no idea whatsoever how anything works, but somehow, they manage to miraculously show up to work every morning and get through days on end without getting fired. If they do stay at their desks all day, chances are they are surfing the web, sending personal emails, Facebooking, shopping, or watching puppy and kitten videos on YouTube. In short, they are the most unproductive and worthless members of the organization, and somehow they manage to receive a paycheck when they should be getting a pink slip!

The Many Faces of the Clueless Coworker

There are many varieties and levels of cluelessness, each giving rise to its own special brand of workplace idiot. They all share several things in common, however – they are all annoying, uncomprehending, lacking in brain power, and a drain on everyone and everything around them. Things are never their fault (or their responsibility), the world is out to get them, and they will never understand why “everything” always happens to them. In short, they are the folks who are wasting the air some nice frog or rodent somewhere could be using. These types should definitely never reproduce. (Sadly, they usually do – in abundance!)

These people are usually so oblivious that no amount of yelling, screaming, explaining, or coercing will convince them they are in the wrong. Even illustrations won’t help. (Believe us, we’ve tried this! It only serves to confuse them further.) What should be cathartic (screaming at a coworker) becomes an exercise in frustration for those of us with brains. The clueless coworker usually just stares at you blankly, mouth hanging open, excuses flowing from it like water. To the clueless ones, denial is not just a river in Egypt, it’s a way of life.

Perhaps the “best of the best” is the techno-idiot. Spawned in the workforce during the late 1980s and early 1990s, the techno-idiot, or TI (the opposite of IT!), is one who not only barely understands technology but also blatantly refuses to learn from their mistakes. These are the folks who, in the early 90s, when CD drive platters were first added to desktop computers, thought they were cup holders, used them as such, and then called the help desk to report a broken cup holder on their computer. This is not an urban legend; it happened. A LOT. (And sadly, no one should be surprised if it still does!)

One of the main issues is the TI’s idea of a technology “mistake.” For example, if a TI opens an infected attachment or clicks on an infected link lodged in a “friendly yet anonymous” personal email, thus launching a virus that wipes out boatloads of data and forces many others to work overtime, what mistake has occurred? Most of us would realize – or at least understand once told by others – that clicking on infected crap in personal emails, especially while at work, will royally screw up everyone’s computer (not to mention really piss off your boss and the entire help desk!). But not for a TI! In their special little world, it is either a worldwide plot to attack them via email viruses (which somehow also proves they’re being spied upon by the government!), a plot by aliens, the fault of the company for not having “better security stuff,” or a combination of some or all of these. (Sadly, even with visual aids, explaining the phenomenon of computer viruses to a TI is a rather hopeless pursuit – most of them are still confused as to how something “not alive” can get a virus…)

So what is a clued-in employee to do? Aside from drinking a bit too much at the pub after work, constantly fighting a deep and burning desire to slap the snot out of the workplace idiot, and daydreaming about reenacting the printer scene from “Office Space,” that is? Here are a few suggestions:

1. Make it a game! Place bets with your clued-in co-workers on what the workplace idiot will do today. You can expand this to include various categories, such as time of day of first “emergency,” level of catastrophe, and estimated cost in overtime. You can also place bets on the idiot’s reaction to the event. Prizes can include rounds after work, food, or a “free pass” to ignore the idiot next time a catastrophe arises.
2. Realize you should never try to teach a pig to sing; it wastes your time and annoys the pig. (In other words, stupid people are incapable of learning, so teaching them won’t work.) This is why it helps to make it a game! If they won’t learn, they might as well have entertainment value.
3. Keep calm and carry on! When all else fails, remember this person eventually goes home, and so do you. Okay, maybe not soon enough. But at least they don’t live with you!
4. If you’ve come to the end of this and are scratching your head in confusion, it’s likely the workplace idiot is… well, never mind.

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Push the snooze button? Hug a loved one? Pushups?

Everyone goes about their business differently in the morning, but it’s rare to come across someone who’s perfectly content with their morning routine. The routine of some is to have no routine at all. And what works for one might not work for another.

For instance, the first thing I do when my eyes pop open?

I check my email. Honestly. More on that in a minute.

As a freelance writer, it’s important I get my butt in gear early because time is money. The more work I do the more I build my company. For me, the best hours to get work done are the hours before noon. Here’s my guide for a simple morning routine that will keeps you productive, happy and worry-free.

1. 7am: Wake Up
Whatever your early is, push the envelope and get up earlier. The only way to fit in more work is to add extra time to complete it. I wake up at 7am every day. Wait, that’s a lie. I try to wake up at 7am every day – I allow myself a bit of slack if it’s a supreme struggle to get out of bed one morning.

But it rarely is. Wanna know why?

2. 7:02am: Check Email
It’s easy to get out of bed because I immediately check my email. There’s nothing like deleting a bunch of stuff you know you won’t need. And if there’s an important email that requires attention? Deal with it and get on with your day, because the next step is awesome.

3. 7am – 8am: Drink Coffee & Read
This is my favourite part of the day. It’s nice and early so I already feel like I have a headstart and there’s nothing pressing in my inbox. Skimming through my social channels and catching up on articles in my Instapaper queue keeps me in the loop with my industry and helps me prepare for a day of writing. I usually drink a cup of coffee and read until around 8am, or until I’m chomping at the bit to get stuff done.

4. 8am – 10am: Tackle Your List
Every organized person has a list of tasks they need to accomplish. I use a program called Asana to keep my responsibilities clear. My priorities are listed by the date they’re due, so I start chipping away. Perhaps your priorities are weighted by importance. It doesn’t matter. When 8am rolls around, it’s time to get to work on the things that matter to your career.

5. 10am: It’s Healthy Snack O’Clock
Once 10am rolls around so do the tummy grumbles. (<- not a sentence you thought you’d read today). I usually whip up a high-protein smoothie or an omelette if I’m feeling particularly exotic. “Wait, I can’t do that at the office,” you might say. My answer: why not? Enjoying a healthy snack mid-morning will re-energize you for the bulk of your day. You’ll be more productive and create better work. What office wouldn’t appreciate that?

The Key to Keeping a Routine
I like work to be relaxed. I also like to feel a sense of accomplishment when I clock out at the end of the day. Being my own boss means if I don’t accomplish important things then the money-well is bound to dry up sooner rather than later.

This routine works for me. Do you think it could work for you? Give it a try and let me know how it goes!

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