Here's Why You Shouldn't Wait to Get Really Thirsty

You probably know it’s important to stay hydrated. But – frequent bathroom break aside – could drinking water actually make you more productive at work? Scientific literature has long suggested a possible link between serious dehydration and decreased cognition. But recent studies suggest we don’t need to be crawling through the desert for dehydration to hinder our brains’ functioning. Even mild dehydration – just enough to make us feel a bit parched – can hurt our ability to reach peak productivity. In a 2014 study published in the Journal of Cerebral Blood Flow & Metabolism, it was found that mild dehydration – that is, water loss of less than 5% of our body weight – can suppress the increase in blood flow induced by, and necessary for proper neural activity.

That effectively disrupts the blood vessels in the brain, leading to reduced cognitive performance in areas such as short term memory, attention, and reaction time. Based on these findings, it goes without saying that even a mild dehydration might have a significant impact on work capacity and productivity. Some studies have even suggested a possible link between dehydration and the rise on industrial accidents during the summer, when workers are presumably thirstier. So should we start chugging as much water as we can at work (and perhaps logging it with fluid-intake apps like Waterlogged)?

As with anything we put into our bodies, though, you can overdo it with water. Over hydration can cause a host of problems – from wasting your workday in the restroom to a rather serious condition called hyponatremia, in which your body’s sodium balance plunges to dangerously low levels. Sure it’s most commonly found in athletes such as long-distance runners – but even desk jockeys can develop this very particular type of drinking problem.

'Emotional' Leaders Are More Appealing

While angry leaders are perceived by others to wield more power, followers warm more easily to those showing vulnerable emotions such as sadness. Leaders often believe they should show anger to make subordinates more compliant, thinking they will then be seen as more effective at work or within their organization. They also feel it is bad if they show emotions such as sadness. Researchers conducted three sets of experiments. In the first two groups of students or working adults assessed videos depicting angry and sad leaders. In the third, an online survey showing relevant photographs was used. Followers seem to think that leaders displaying anger more strongly stress their legitimate position within the hierarchy of an organization and the control over punishment and reward that’s available to them. When it comes to personal power, however, leaders displaying sadness seem to appeal to followers more strongly.