Resources

1. Article

Top tips for helping employees manage ADHD at work

​​People with ADHD will, more often than not, have challenges in the workplace, which may lead to them leaving a job. However, with tailored support and understanding around their strengths and talents, they are likely to flourish and become a great asset to your organisation.It’s important to remember that everyone with ADHD is different, and the condition affects people in different ways, but they have the same broad range of skills, interests and intelligence as the rest of society. Open communication with your employees is key so that you can find out what support would help them most.What is ADHD?ADHD is a neurodevelopmental condition which affects brain structure and neurotransmission, which is the way in which messages are communicated around the brain and how different areas of the brain are activated.It has three core traits which affects people with differing degrees:InattentionImpulsivenessHyperactivityTraits of ADHD are present from childhood, but recently, an increasing number of adults are being diagnosed with ADHD for the first time, as the condition becomes more widely understood. Even without an official diagnosis, which can take years to obtain, employers have a duty of care to their employees and must offer reasonable adjustments.A review by the Attention Deficit Disorder Association found that adults with ADHD are nearly 60% more likely to be let go from a job role, 30% more likely to have chronic or ongoing employment challenges, and three times more likely to quit a job.So how can you support your employees with ADHD?Promote awareness and understandingEducating the wider workforce about ADHD can help create an inclusive environment which better understands the needs of neurodivergent employees. For your senior leadership team and managers, consider hosting training sessions or workshops to help you and your workforce understand ADHD and how neurodivergent traits impact people in the workplace.This awareness can reduce stigma and encourage open conversations that can lead to increased empathy, support and cohesion at work. This way, your employees with ADHD can adopt strategies that work for their neurotype.Encourage regular check-insEncourage regular check-ins where employees can express any challenges relating to their ADHD. When a colleague has ADHD, it’s important to understand that they intend to get tasks done in a timely manner, however, there are obstacles that might be getting in their way.Time can be a challenge for someone with ADHD, which affects their perception of how long something will take them, and also can cause them to overestimate the length of time until a deadline. Those employees with ADHD may benefit from the routine of regularly check-ins to help keep them on track and accountable. Without these interactions with their managers or team leaders, they may unintentionally lose their way on certain tasks. This is especially true for tasks that offer no reward, novelty or interest, or have many steps to them.Implement flexibilityFlexibility can be crucial for employees with ADHD. It takes time and patience to understand their needs and you have to get to know them as people to figure out what strategies truly work for them to help them thrive in their job role.Consider options such as remote work, flexible hours and locations, and if possible, adjustable deadlines. These arrangements allow employees to work when they feel most productive and help to minimise distractions.People with ADHD can meet workplace demands in an environment that helps them focus, stay on task, and be productive.Create a structured environmentA structured work environment can greatly benefit employees with ADHD. This type of environment will help them establish routines and set clear expectations of what is expected of them.Use project management and technology tools to help them break tasks into manageable steps and encourage the use of calendars and reminders to stay organised.There are a number of apps which can assist people with ADHD and other neurodivergent conditions that impact executive function: i.e. working memory, attention, time management, organisation, planning and prioritisation, self-regulation, task initiation and completion, and self-monitoring.However, not every app works for everyone, so be open to trying multiple options. Some potentially helpful apps include:To do list reminders / scheduling apps (e.g. Todoist, Wunderlist, Trello)Aids if reading and writing are a problem (e.g. Captivoice.com, Google Docs Voice Typing, Apple Dictation)Blockers to eliminate distractions from social media / smart phones during tasks (e.g. Cold Turkey)White noise / ambient noise apps (e.g. Coffivity, Focusatwill)Note taking apps (e.g. To Do, Microsoft OneNote)Provide clear instructions and feedbackClear, concise instructions can help reduce overwhelm in employees with ADHD, allowing them to better focus on their tasks. The use of bullet points, visuals, or checklists to communicate expectations can be highly effective.Helping your employees with ADHD succeed doesn’t stop once changes in the workplace have been made to meet their needs. You may need to consider providing and receiving feedback so both parties know how the changes are working.As an employer, you can also tell them about their progress at work and the areas they might need to work on. Regular feedback helps them stay on track and make the necessary adjustments. Positive reinforcement can also increase motivation due to the brain’s response to reward, creating dopamine, which is a neurotransmitter that is unstable in people with ADHD.Encourage breaks and physical activityRegular breaks and physical activity can enhance focus and productivity, potentially reducing overwhelm or stress from their workload.Encourage employees to take short breaks to recharge, and consider implementing wellness programmes that promote physical activity, mindfulness, or relaxation techniques.Standing desks can benefit people with ADHD by allowing them to get up when they are feeling hyperactive and need to move. Fidget toys and footrests can also help them keep moving and the repetitive movements can help them stay regulated and focused. Walking meetings are also helpful for people with the hyperactive type of ADHD.By implementing active initiatives, businesses can create an environment that encourages and supports physical activity and regular movement, including fidgeting or ‘stimming’, ultimately improving employee satisfaction and leading to better retention rates.Set realistic goals and help them conquer tasksHelp employees set achievable goals that align with their strengths and capabilities. If you request something from an employee with ADHD, it can be helpful to ask them what timeframe makes sense for them to provide you with what you need.Once this is agreed, it may be helpful to ask for regular updates before the work is due just to make sure it remains at the top of their to-do list. Be constructive with any conversations around goals and don’t be afraid to discuss with them what will help them get work done in a timely fashion. Often, switching strategies helps keep professionals with ADHD engaged, through renewed novelty.If you notice mistakes are being made regularly, it could be that they haven’t processed the instructions properly. You can assist by asking what their preferred communication type is. People with ADHD often benefit from multiple forms, such as an email with action points following a phone call, or live captions.As with any employee, but especially those who thrive on reward, be sure to celebrate their accomplishments to help boost motivation and confidence.Useful resourcesADHD Works https://www.adhdworks.info/ADDitude magazine https://www.additudemag.com/Access to work ADHD https://www.adhd-360.com/access-to-work-adhd/Watch our webinar 'Empowering workplaces: navigating ADHD'.

1. Article

The importance of ADHD understanding in education

​​Attention Deficit Hyperactivity Disorder (ADHD) is a neurodevelopmental condition that affects both children and adults. It is characterised by symptoms of inattention, hyperactivity, and impulsivity, which can significantly impact daily life and functioning.As a well-recognised condition, October is the month focused on increasing awareness and support available for those affected. The exact cause of ADHD is not fully understood, but it is believed to be a combination of genetic and environmental factors.It is a lifelong condition that you are born with, and is often diagnosed in childhood, however, as awareness increases, many adults now find themselves seeking diagnosis.ADHD classificationsThere are three clinically recognised types of ADHD, these are:Inattentive type (ADHD-I)Symptoms: Difficulty sustaining attention, easily distracted, forgetfulness, and trouble organising tasks. Individuals may appear daydreamy and slow to process information.Common in: More frequently diagnosed in girls, who may not exhibit hyperactive behaviours.Hyperactive-impulsive type (ADHD-HI)Symptoms: Excessive fidgeting, difficulty staying seated, talking excessively, and acting without thinking. These individuals are often described as being “on the go” and may struggle with waiting their turn.Common in: More commonly diagnosed in boys, who may display more hyperactive behaviours.Combine type (ADHD-C)Symptoms: A combination of inattentive and hyperactive-impulsive symptoms. This is the most common type of ADHD, where individuals exhibit a mix of both sets of symptoms.Common in: Both boys and girls, as it encompasses a broader range of behaviours.However, what you must remember is that though these are ‘typical’ definitions, each type presents differently in individuals. For example, a student might frequently lose their homework, forget to bring the necessary materials to class, and have difficulty following through on instructions. Or one of your teaching colleagues could find it challenging to manage their time effectively and miss important deadlines or forget they have meetings.Whatever the symptoms, in my experience, if supported with the right understanding, tools and resources, those with ADHD can thrive, just as well, if not more, than those that don’t have it.Why is raising awareness so important in education?Raising awareness of ADHD in schools is crucial for fostering an environment where both staff and students can thrive. When educators have a deeper understanding of ADHD, they are better equipped to provide the necessary support for students who live with the condition. Too often, these students face challenges that, without proper awareness, go unrecognised or misunderstood.Educators who are informed about ADHD can tailor their approach, offering strategies such as breaking down instructions, simplifying tasks, and providing more consistent feedback. These small yet impactful adjustments can make a significant difference in a student’s academic experience, ensuring they have the same opportunities for success as their peers.Another benefit of increased awareness is the potential for early identification of ADHD. Many students go through their school years undiagnosed, struggling with focus, organisation, or impulsive behaviours that are misinterpreted as behavioural issues. When ADHD is identified early, schools can work in partnership with parents and specialists to intervene before these struggles manifest into more significant academic or social difficulties. Early intervention gives students the tools they need to manage their symptoms effectively, which can positively impact their long-term success and mental well-being.Equally important is addressing the stigma that still surrounds ADHD - it’s getting better, but we are a long way off yet. Far too often, students with ADHD are labelled as ‘lazy’, ‘disruptive’ or ‘difficult’, when they’re grappling with neurological differences that affect their ability to concentrate and regulate their behaviour. Raising awareness helps dismantle these harmful stereotypes, replacing them with empathy and understanding.As schools become more inclusive and accepting of diverse learning needs, students with ADHD will feel more supported and less isolated. This shift in perspective not only benefits the individuals with ADHD but also enriches the school culture, creating a more compassionate and collaborative community.Beyond the classroom, raising awareness among students is just as vital. When pupils understand ADHD, particularly those who are diagnosed with it, they can better advocate for themselves. Self-awareness allows them to take charge of their learning, request the support they need, and develop coping strategies that can serve them throughout their educational journey and into adulthood. Empowering students in this way builds their confidence and fosters resilience.Ideas to help raise awareness in your schoolOctober is ADHD Awareness Month, a prime time for pupils and staff alike to focus on ADHD in your school or Trust.Why not celebrate the achievements of those with ADHD in an assembly, get an expert to come into school and explain what ADHD is to staff and pupils, perhaps you could encourage children to create a short play on the topic, or even write an essay or short story.Whatever you chose to do, remember that a school culture which embraces an understanding of ADHD ultimately becomes stronger, more compassionate, and better equipped to nurture every learner and staff member.Watch our webinar 'Empowering workplaces: navigating ADHD'.

1. Featured

Alex Partridge, Founder of UNILAD and LADbible, on ADHD at work

​​When Alex was diagnosed with ADHD at 34, it was a moment that put the rest of his life – and career – in context. In our webinar, Alex reflected on that career, the challenges he faced, and how simple accommodations in the workplace can make a massive difference.“I got diagnosed with ADHD about a year and a half ago at age 34,” Alex said, explaining how the condition impacted his entrepreneurial journey without him fully realising it.“Looking back now, through the lens of ADHD, I can see why a lot of my early businesses failed.”He recounted a story from his university days when he impulsively started a late-night pizza delivery service: “A week later, my interest in the idea evaporated and disappeared. That was one of 10 or 15 businesses that I started and subsequently abandoned before landing on the ones that did sustain my interest.”This impulsivity and rollercoaster of interest are common traits of ADHD. It’s a condition that’s misunderstood by many, and Alex is on a mission to change that perception -especially in the workplace.The challenges of ADHD in the workplaceOne of the key issues Alex emphasised as part of the webinar with Reed was the disconnect between traditional office environments and the way ADHD brains function.“When you're forced into an office that's not suited to your brain, it can lead to overstimulation and almost a shutdown,” he said.“I remember working in a marketing agency in a busy office. The noise, the ping pong table, the constant chatter - it completely paralysed my ability to work. Yet, when I asked to work in a quieter space and be judged on my outcomes rather than my processes, my productivity skyrocketed.“In just six weeks, I grew the company’s social media following from zero to eight million.”This experience highlights how simple accommodations, such as offering quiet spaces or allowing flexibility in how tasks are completed, can transform an employee’s productivity.Common misconceptions about ADHDOne of the biggest obstacles for neurodivergent individuals in the workplace is the stigma attached to ADHD.Alex said many people still have outdated views: “A common misconception is that ADHD means you’re physically hyperactive and constantly moving around the office. But for many people, particularly women, ADHD is internalised - it's a racing mind rather than fidgety behaviour.”He added that employers often assume people with ADHD can’t focus, which couldn’t be further from the truth: “People with ADHD don’t have a deficit of attention - they have an abundance of it.“When we’re interested in something, we can laser in and focus better than most. The challenge is accommodating for those things that capture our attention.”Another myth Alex addressed is that people with ADHD can’t handle leadership roles.He said: “In reality, people with ADHD can thrive in leadership positions. The fast pace, high pressure, and need for constant novelty are perfect for us.”Accommodations that make a differenceSo, what can employers do to help their ADHD employees thrive?“The most important thing employers can do is show they understand,” Alex said. “Create a safe space where employees feel comfortable asking for help without fear of discrimination.“Something as simple as putting a policy notice on your website or bringing in neurodivergent speakers can make a huge difference.”On a practical level, Alex suggested allowing flexibility in how and when work is completed.“Not everyone works well in a nine-to-five structure,” he said, “some people might do 40 hours of work in just four hours if you let them work on their terms. Judge employees by their outcomes, not their processes.”Other accommodations Alex suggested included offering quiet spaces, providing written instructions rather than verbal ones, and breaking down large projects into smaller tasks with mini-deadlines: “For people with ADHD, having smaller, achievable goals can reduce overwhelm and improve task initiation.He also encouraged the use of tools like noise-cancelling headphones and fidget toys in the office.“I always have a thumb stone with me when I’m working, it helps channel some of the physical hyperactivity,” he added. “Normalising these tools can help employees manage their ADHD in a productive way.”Recognising the signs of ADHD in your employeesAlex said managers who are unsure of how to spot employees who might be struggling with ADHD should look out for signs of anxiety or be aware if someone is withdrawing from meetings or experiences sudden changes in their behaviour.Employers who suspect someone has ADHD or another neurodivergent condition should approach the situation with care.“Send a private email or have a private conversation,” Alex said. “Ask if there’s anything you can do to help and work with the employee to create a plan moving forward.“It’s important to have regular check-ins to ensure that the support remains consistent and effective.”A call for more awareness and actionAlex’s message is clear: accommodating neurodiverse employees isn’t just the right thing to do - it’s smart business.“People with ADHD bring incredible creativity, problem-solving skills, and entrepreneurial thinking to the table. With just a few adjustments, they can be a massive asset to any company.”Alex Partridge, Founder of UNILAD and LADbibleFor employers, creating an inclusive environment where neurodivergent employees can succeed is not just about ticking boxes, it’s about recognising and celebrating different ways of thinking.As Alex said: “The best ideas often come from the quietest minds in the room. You just need to give them the space and time to be heard.”Through his podcast, ADHD Chatter, Alex continues to raise awareness, share stories, and advocate for change in how society and workplaces understand ADHD.This article highlights only a small number of recommendations from Alex. If you didn’t get a chance to watch our fireside chat with him, you can watch the recording of the event below:​​

1. Article

Three tips for finding a job you’ll love

​​​Take a moment to picture your ideal career…Is it the job you’re in now or were you just daydreaming about greener pastures in another role or company? If it’s the latter, don’t worry. We’ve all been there. Maybe you’re worried that you don’t have the right skills or experience to get the job you really want, or maybe you’re not even sure about what you want to be doing but you know it’s not this. Whatever the reason, we’re here to help. Here are just three tips from the Life's Work course hosted by Reed's Chairman and CEO, James Reed, which could help you find a job you’ll love (and Love Mondays). Know what you want (what you really, really want)It may seem obvious, but having a solid idea of what you want out of your career is the first step to getting there. It starts with understanding what your values, goals and strengths, and then using that knowledge to reflect on what careers you’ll really find fulfilling. What are your key skills and weaknesses? What tasks do you excel at (or dread doing)? And where do you really see yourself in the future?Armed with these answers, you’ll feel more confident that your next career move is the right, because it matches not just what you want out of your job, but out of your life too.Do your researchOne of the most challenging parts of changing jobs or careers is making sure you land in a sector that isn’t in decline. That means digging into current in-demand and stable sectors, such as AI or education, to see where your skills might fit.It’s also a good idea to look into the companies you’re interested in to see if your values align and if they’re financially stable. You won’t want to jump ship only to find yourself in a company you don’t like – or worse, that could lead to your job being at risk a few months down the line. Get networkingOr, as James Reed CBE puts it in his book, Life’s Work,– go to parties. The truth is the word ‘networking’ has become synonymous with things like sweaty palms at awkward social events and DMs from strangers on LinkedIn. But it doesn’t have to be that way.When you strip it down to its essentials, networking is really about connecting with people who can help you (and vice versa). It could mean going for coffee with a friend to pick their brains about a sector you’re interested in it could mean attending an event and just getting to know people, and yes, it could mean messaging semi-strangers on LinkedIn – which can actually be really effective if approached in the right way and remember to personalize your message. While this list is by no means exhaustive, it’s a great starting point for exploring what you want to do next. Are you looking to take the next step in your career? Search and apply for jobs in Germany now.

1. Article

Who to promote: a guide for employers and managers

​How does your business decide who to promote? Is career progression embedded within the workplace culture or is it done in line with employee tenure?The process of promotion should consider merit, potential, and alignment with organizational values. Meritocracy should be the cornerstone of any promotion strategy, rooted in a comprehensive evaluation of an individual's performance, skills, and contributions to the business. Tangible achievements such as key performance indicators, project outcomes, and leadership abilities, should guide this assessment.However, merit alone does not paint the full picture. It’s important to identify individuals with the capacity to grow, adapt, and innovate and those who demonstrate a hunger for learning, a willingness to take on new challenges, and a track record of exceeding expectations. Investing in the development of high-potential individuals is key to futureproofing your business.Promote those who show enthusiasm and excellencePromoting individuals who embody the core values and culture of your business reinforces a sense of purpose and belonging among employees. Beyond technical skills and performance metrics, assess candidates' alignment with your company's mission, vision, and ethics. It’s usually easy to spot those who both excel in their roles and show enthusiasm for the ethos of the business – these professionals are more likely to drive positive change and inspire their colleagues.There have been many conversations about extroverts and introverts in the workplace and the traits typical of both – some of which can sway employers to promote one group over another. Personality testing at the hiring stage or as part of professional development, can help identify individuals with the potential to go further within the business, but they can also lead to bias, so should be balanced with traditional interviews and employee performance.Diversity and inclusion (D&I) should also be central considerations when promoting. Ensure opportunities are accessible to individuals from all backgrounds, regardless of gender, ethnicity, age, or socio-economic status. Actively seek out diverse talent, create inclusive promotion criteria, and address systemic barriers that may impede the advancement of underrepresented groups.Jobseekers actively look for employers that can evidence their commitment to D&I, so it pays to promote this on all channels, including in your job adverts. Lip service is not enough – professionals will not stay long in an environment they perceive as old-fashioned and out of touch. Embracing diversity strengthens your talent pool and builds on your reputation as a progressive and inclusive employer.Employees should have a clear understanding of the criteria, process, and timeline for promotion. Provide regular feedback on their performance and development areas, empowering them to actively pursue growth opportunities. Also, establish mechanisms for staff to raise concerns or grievances related to the promotion process.Deciding who to promoteLook for those who demonstrate both competence and potential for leadership and growth. Here are some key attributes to consider:Job performanceConsistent achievement of goals and targets - high-quality work output, ability to meet deadlines, and manage workload effectively.Leadership skillsDemonstrated ability to motivate and inspire others - effective communication skills, both verbal and written, capacity to delegate tasks and empower team members.Problem-solving abilitiesAptitude for critical thinking and analytical reasoning - proven track record of resolving complex issues, willingness to take initiative and propose innovative solutions.AdaptabilityAbility to thrive in changing environments - flexibility to adjust strategies and tactics as needed, openness to feedback and willingness to learn new skills.Emotional intelligenceEmpathy towards colleagues and clients - skill in managing interpersonal relationships, self-awareness, and ability to regulate emotions.Strategic thinkingUnderstanding of the broader organizational goals and objectives - the capacity to develop long-term plans and strategies, skill in prioritizing tasks, and allocating resources effectively.Team collaborationTrack record of working well within a team - ability to foster a positive and inclusive work environment, willingness to support colleagues and share knowledge.Continuous learningCommitment to personal and professional development - eagerness to seek out new challenges and opportunities for growth, willingness to invest time and effort in acquiring new skills.Ethical conductIntegrity in decision-making and actions - respect for company values and ethical standards, accountability for own behaviour and its impact on others.Industry knowledgeUnderstanding of the sector in which the business operates - awareness of industry trends and developments, ability to apply industry knowledge to drive business success.Final thoughtsPromotion creates opportunities for leaders to strengthen their business and should therefore be seen as an investment. No one should ever feel pressured to take on the greater responsibility that comes with promotion, but providing avenues for those who want the challenge is a win-win situation.If you are looking for new talent for your teams, or considering your next career move, get in touch with one of our specialist consultants today.

Download our editable performance review template

​The annual appraisal is considered a dying practice – but it just needs to be revived in the right way, and more importantly, undertaken more frequently, to benefit the parties involved.With positive feedback, little and often is the best way to keep employees motivated and inspired. These reviews should be a meeting that employees look forward to because they will either receive praise or constructive feedback that will help them in their careers.An employer who nurtures the progression of their team and shows they care about them is more likely to retain their employees than those who seem apathetic.What is a performance review?A performance review is an assessment of an employee’s performance in the workplace over a certain period. It is typically used to provide feedback on the professional’s strengths, weaknesses, and areas for improvement. It may also include a discussion of the employee’s career objectives and provide guidance on how best to achieve them.Is there a difference between a performance review and appraisal?Performance reviews and appraisals refer to the same type of one-to-one meetings about employee performance and progression. The only difference lies in how they are used: ‘performance review’ connotes an informal meeting between a manager and their employee which focuses on feedback, career progression, goals, salaries and more. Appraisals, on the other hand, often refer to more formal reviews, in which the two parties might, for example, discuss salary.While other performance review templates will have a firm structure, our template can be used periodically, as needed for any type of one-to-one or group discussion regarding goals and areas for development and tailored to the employee. It is fully editable and customisable.What should be included within a performance review?Performance reviews can cover any area of concern employees wish to discuss that might help them improve their work, productivity, skills, or prospects. This might include their progression, goals, salary, benefits, upskilling opportunities, wellbeing and more. The content, context and frequency of the review should be a mutual decision, but the focus should be on the needs of the employee.Usually, there should be some structure to the meeting in order for both parties to benefit. Our performance review template can be used to cover specific areas for the employee’s development and build a progression plan.What questions should a manager ask as part of a performance review?Performance review questions should prompt the employee to speak openly and honestly about their performance and any concerns they have.Here are some performance review question examples:What do you hope to achieve by the next review?What do you feel you have done well / how do you feel you’ve developed since the last review?What do you feel you could have done better and why?Do you have any additional feedback or suggestions for me?What are the different types of performance review?Performance reviews come in various formsFrom self-assessments and one-to-ones to wider evaluations by multiple colleagues. Here are the main examples:Traditional performance reviews involve a manager assessing the performance of their employee, but feedback can go both ways. When an employee evaluates the performance of their manager, it is known as upwards feedback.Self-assessment reviews are undertaken by the individual employee and give them a chance to reflect on their performance from a different perspective, perhaps more objectively.Peer reviews enable colleagues to share their perspective of another’s contribution to the team.360-degree reviews involve more than one assessor, resulting in multiple points of view in one review.Employee performance reviews can happen as frequently as they need to for the best outcomes: perhaps monthly, annually, or quarterly. Individuals may be suited to a mix of the above reviews, according to the level of support needed.Each type of performance review mentioned above can be facilitated by our appraisal template.The benefits of conducting performance reviewsRegardless of how frequently they’re performed or who is reviewing whom, regular performance reviews offer many benefits. If done well, there are no downsides.The overall benefits are:Ensuring employees understand their role and your expectations of themDetermining to what extent employees are meeting those expectationsProviding support and having an honest discussionAcknowledging and rewarding good performanceNurturing your employees’ career progressionIncreasing engagement and longevityMaking time regularly to discuss anything and everything is crucial for transparency and building trust between a manager and their employee.Examples of effective performance reviewsThe most effective performance reviews are those where the person comes away with SMART (specific, measurable, attainable, realistic, time-bound) goals to help them improve in some way before the next review.In any employee review form, there must be structure, but there should also be flexibility to adapt it to the needs of different employees.The fundamentals of a performance review are:Setting SMART goalsHonest and constructive feedbackA safe space for two-way communication and trustAppropriate praise and recognitionOur template provides space to outline key areas of success, development, and focus, to give feedback on skills, and create an agreed action plan with objectives to meet before the next review – whether that’s monthly, quarterly, or annually.Every team is different – that’s why our performance review template is adaptable to your own requirements.Whether you’ve completed many performance reviews in the past, or have yet to conduct one, our template can help you provide the best experience for your employees.Get started with our free template today – download it now.