 One of the most important aspects of motivation in your professional career is action.
And the most important question to ask is this one: what spurs you to action? The answer to this question is as individual to the person as their passions are. What spurs one person to action won’t necessarily do the same for somebody else. Below are some examples of action-motivators.
So there are passion-motivators and action-motivators, and both play a large role in determining what paths you take in your personal and professional life. The key is to understand that they often intertwine with one another and affect each other, ultimately molding the central motivating factors of your existence. Now think about your current employment situation:
If your answer to both of these questions, is “Yes,” then I’d like to congratulate you, because for a great many people in this country, that is not the case. You are truly in the correct situation. However, if you find that your current situation doesn’t “jive” with what motivates you, with what spurs you to action so that you can reach your full potential and achieve more than you thought possible, then perhaps a change is in order. Life is simply too short to spend it doing things you don’t want to do and to be in a situation you don’t want to be in. Whatever motivates you does so for a reason. Embrace your motivation and pursue your passions. You’ll be happier in the long run. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! There is no doubt that the single most important factor in building a team of motivated employees is hiring a team of motivated employees.
People who are already intrinsically motivated are much more likely to become motivated (and highly productive) employees. However, the question then becomes this: what can you as a leader do to continue motivating those employees and push them to even greater heights of motivation? The answer: there’s plenty you can do. These catalysts for motivation are sometimes not readily apparent . . . or at the very least, they’re not readily apparent to some managers. In that regard, they’re “hidden.” However, they’re NOT “hidden” to those managers and leaders who know how to properly motivate their employees to help them reach their full potential. Below are four such “hidden” catalysts, presented as action statements: #1—Consistently present challenges. Nothing further motivates intrinsically motivated people more than a challenge. It’s their “on” switch, so to speak. They respond in a positive fashion, whereas people who are not intrinsically motivated often shy away from challenges. #2—Do what you say you’ll do. Building trust fuels motivation, and doing what you say you’ll do is one avenue for building trust. The quickest way to sap a company or a department of motivation is to show employees, through both your words and actions, that you shouldn’t be trusted. The incentive for motivation is now gone. #3—Provide freedom and flexibility. Employees such as these do not need to be micromanaged or have a bunch of rules thrown at them. Whereas they need to trust you, you also need to trust them—with their time and their resources. When they find that you trust them, they’ll put their “newly found freedom” to work, most likely by rewarding you for providing that freedom. #4—ASK what motivates them. Different things motivate different people, even among those who are intrinsically motivated. It’s simply a matter of discovering what that source of motivation is. Just asking will show employees that you care about them, and the answers you receive will further allow you to fine-tune your strategies for future motivation. Proper motivation of employees begins at the top—starting with hiring and going all the way down to the day-to-day operations of the company. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! Despite all the hype and conflicting information surrounding the interview process, there are actually just four big questions employers typically focus on during job interviews.
If you answer these four questions well, your chances of acing the overall interview are much better. Question #1—“Tell me about yourself.” Most impressions are made within the first few minutes of meeting someone, so it's important to answer this initial interview question well. Over 50% of interviews begin with this question. The interviewer is hiring you as a whole person, and not just your skill set, so they have a right to know something about you. Start with three to four sentences about your home, social, and recreational life, but try to keep your presentation to 60 seconds to less. Question #2—“Can you do the job?” This question may assume several forms, but they all boil down to the employer attempting to ascertain your basic qualifications. You're prepared to answer this question, since the employer just told you his or her exact requirements for the position. Describe your years of experience, share the number and types of projects you’ve worked on during the last 12 months, and explain your experiences working solo and as part of a team. Walk the employer through your typical workday. Explain the amount of time that you spend in different areas and also describe the manner in which you receive your assignments. You can conclude by discussing your education and any industry certifications you hold. Question #3—“What makes you the best candidate for the job?” At this point, the interviewer will likely dig deeper in order to understand how you've applied your skill set to your previous positions. Now is not the time to be shy. Explain the size and scope of your past work experiences. Talk about your willingness to travel or learn new technologies, advance your certifications, mentor other employees, or lead a team. Discuss recent training. This is your chance to really sell yourself, so be thorough, yet to the point. Question #4—“Why do you want this job?” Employers might ask what you like about your current position or what interests you the most about the new position. Rely on the company research you conducted before your interview. (You did conduct research about the company, right?) Mention the accolades and accomplishments you’ve found on the company’s website and how you'd like to be part of such a team. Explain why you find the scope of the position interesting and how you can grow by undertaking it. Focus on these four questions before any job interview and make sure that you’re prepared to not just answer them, but answer them well. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! When it comes to the candidate experience during the hiring process, many companies are “dropping the ball,” so to speak. (That’s a rather apt analogy, since the Super Bowl was last month.)
The problem is that companies don’t pay enough attention to the experience that job candidates have while being interviewed, and they don’t take into account how much of an impact that experience has on candidates. Job candidates extrapolate their experience during the hiring process to the company’s culture. In other words, if they have an underwhelming experience, then they deduce the culture must be underwhelming, too. Candidates do NOT want a subpar experience or a subpar workplace culture . . . and some companies are inadvertently communicating to candidates that they can expect those things. So—how can companies rectify this situation and provide the best experience possible for job candidates during the hiring process? Well, it all starts with communicating the right things. Specifically, it starts with the communication of expectations, what candidates can expect during the process. The second step, of course, is the meeting of those expectations. However, below are some things about which companies should clearly communicate:
Communicating to this degree is more than just a professional courtesy; it’s also an excellent way to brand your company in a positive fashion. That’s because even though most candidates don’t make it all the way through the hiring process, you still want those candidates to think highly of your company. Even more importantly, you want those candidates to speak highly of your company to their friends and colleagues. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! More than likely, you’re looking to keep “climbing the ladder” of your career. Among other things, that means advancing at your current employer, including in the way of a promotion.
However, landing a promotion takes more than just talent, initiative, hard work, and maybe even long hours. It also takes an acute awareness of the situation and attention to detail, since being lax in these areas can prove detrimental. Which one of the following things is keeping you from getting the promotion that you want? #1—Not creating a plan for when you ARE promoted What happens when you’re gone? ell, not gone, per se, but not working in the same role in which you have been working? The best person to put together a plan for this contingency is YOU, since you know exactly what you do on a daily basis. The things you’re doing now are still going to have to be done once you’re promoted. If there’s no plan for making that happen, then there’s less of a chance that you’ll actually be promoted. #2—Neglecting your current responsibilities While it’s human nature to be excited about the future and to look ahead, failure to deal with the realities of the present can be dangerous. It might be difficult to convince your boss that you can handle more responsibility and a larger role within the company if you inexplicably start “dropping the ball” when it comes to your current duties. Such a scenario does not inspire confidence. #3—Not winning over your co-workers Speaking of your boss, you’ve probably already “won” them over, but what about your co-workers? Below are some questions to keep in mind regarding them:
Is one of these three things keeping you from getting your promotion? Is something else preventing it? Of course, if you’re experiencing trouble with advancement at your current employer, and none of the things listed above is to blame, then perhaps a change of employment with better opportunities would suit you. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! |
