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5 of the Worst Fashion Mistakes to Make at a Job Interview

5 of the Worst Fashion Mistakes to Make at a Job Interview

When you are invited for a job interview, you need to remember what that interview is about. Job interviews are your one chance to show your company not that you are super intelligent or have lots of experience, but that you are a team player.

That means dressing like a team player. And while the general guidelines for dressing for a job interview may seem obvious, there are small ways that people can slip up. Here are a few fashion mistakes that may seem tiny but can kill your chance at that career you’ve always wanted.

1. Dressing inappropriately

It should be noted that “dress appropriately” does NOT mean “wear a suit.” Yes, wearing flip-flops and jeans will look bizarre if you are interviewing with an accountant firm, but so can wearing a three-piece suit if you’re just looking for a summer job.

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If you’re confused about what to wear, then ask the interviewer in advance when he invites you. And while it is also true that dressing too conservatively is better than dressing too casually, do not go totally overboard on your suit. A good dress shirt, a tie, and darker-colored clothes should be enough to get you through most interviews.

Note that all of this applies toward interviews conducted on Skype as well. Dress for a Skype interview like you would for a face-to-face interview. Don’t get lazy, like in one particular virtual interview according to Bloomberg where a student dressed appropriately above the belt but only wore boxer shorts underneath.

2. Wearing high heels

I recall one interview that I conducted with a student still in college. Her interview was fine, but when she entered and left the room, I could not help but notice that she struggled to keep from stumbling in her high heels. And I’d rather have a co-worker who was comfortable than one who is awkwardly trying to fit in.

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In a vacuum, I would say that high heels are generally more professional than flats, so ladies should wear them if they are used to them. But if they are too high or affect the interviewee’s mobility too much, then it becomes a problem. Cosmopolitan notes that a good guideline is that ladies should stick to shoes which they are capable of running around in, even if that means a smaller or thicker heel.

3. Carrying too much stuff

Dressing appropriately for an interview is not just about what you are wearing, but what you are carrying with you. You should definitely bring your resume with you to make sure that the interviewer gets another chance to go over it. And depending on what kind of job you are looking for, your laptop or mobile phone could contain projects which you can show to demonstrate your experience.

But aside from that, carry as little as you can to the interview. No drinks (you should be able to ask the front desk for a cup of water before the interview), no food, and no books that are not related to your company or the industry. And I can’t believe I have to say this, but don’t bring your blasted parents to the interview. I actually had to deal with an interview like that once, and it was definitely an interesting experience.

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4. Wearing unfamiliar clothes

You may be tempted to break out that special suit you haven’t worn in a year in an attempt to impress the interviewer. But all too often, what happens is that suit does not fit you anymore, and you look completely awkward.

Wear clothes which you have actually broken in a few times instead of something that is either brand new or you have not worn for a year. This means being honest with yourself and making sure you wear clothes that fit properly, even if it means going plus-size for your interview. That shouldn’t be too difficult, as there are plenty of places to buy ladies large-size clothes from, and then at least practice wearing your interview clothes in advance. That will help you know whether the suit looks good or whether you have to go with another alternative.

5. Not trusting your instincts

There are a whole lot of other things which any interviewee should be thinking about when he dresses up. Take care to cover up tattoos, don’t wear excessive jewelry or makeup, try not to be “sexy,” and so on.

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But above all else, the easiest thing which you can do to figure out if you are prepared is dress up and look at yourself. Do you feel like there is anything wrong with how you look? If there is, then figure out what is wrong and see if you can alter it somehow.

A good interview outfit, above all else, should be something that you can feel confident and prepared in. Listen to your instincts and feelings when you are dressed up, and you should understand whether you feel ready for that interview.

Featured photo credit: In my Garden by Kent Wang via flickr.com

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Last Updated on December 10, 2019

7 Strategies to Keep Employee Motivation High

7 Strategies to Keep Employee Motivation High

Highly motivated employees are essential to the success of any business. Most people spend a third of their lives at work.[1] That’s a significant amount of time away from home, apart from the people who make us happy and the things we love to do. So keeping employee motivation high is essential for creating an office environment that gets the best out of our people.

But do you know what motivates your people?

It’s simple:

  • Is their work stimulating?
  • Does it challenge them?
  • Is there room to grow, a promotion perhaps?
  • Do you encourage creativity?
  • Can they speak openly and honestly with you?
  • Do you praise them?
  • Do you trust your staff to take ownership of their work?
  • Do they feel safe in their work environment?
  • And more importantly, do you pay them properly?

Every one of these factors contributes to the general happiness of your employees. It’s what motivates them to come into the office each day and work hard, hit goals, and get results.

In contrast, an unmotivated employee is typically unhappy. They take more sick days, they’re not invested in seeing your business succeed, and they’re always on the lookout for something better.

Stats show that 81 percent of employees would consider leaving their jobs today if the right opportunity presented itself.[2] So it’s up to you to set aside time and energy to create a work environment that benefits every one of your employees.

These seven strategies will help you motivate your people to consistently deliver quality work and, more importantly, to stick around for the long term.

1. Be Someone They Can Rely On

You rely on your people to turn up to work each day, to come to you when they have a problem they can’t solve, to be honest, and to always engage professionally with customers.

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But this is not a one-way street. You, too, need to be someone your team can rely on. They trust you to have their backs when a client is unreasonable, to know that the decisions they make are in your best interest, and to make good on your promises.

If you say you’ll attend an important meeting, be there. If your company makes a profit and you’ve said you’ll pay a bonus, pay it. The goodwill of your people is something you never want to test, let alone lose.

Be reliable; it’s astounding how much this motivates your people.

2. Create an Awesome Company Culture

There’s no denying that company culture trickles down from the top. Your leadership and attitude massively influences the attitudes, work ethic, and happiness of your staff. If you’re always stressed-out, overly demanding, and unreasonable, it’ll create tension in your office which will adversely affect your employees’ motivation levels.

In fact, the HAYS “US What People Want Survey” found that 47 percent of staff who are actively looking for a new job, pinpoint company culture as the driving force behind their reason to leave.

So if you have high staff turnover, you need to determine whether your company culture might be the motivating factor behind your churn rate.

Here are four ways to build a culture that keeps your employees highly motivated.

  • Be conscious of the image you present. Your body language and attitude can positively or negatively impact your employees. So come to work energized. Be optimistic, friendly, and engaging—this enthusiasm will spill over to your people and motivate them to be more productive and efficient.
  • Appreciate your people and be reasonable. Celebrate your team’s achievements. If they’re doing a good job, tell them. Encourage them to challenge themselves and try new things. And reward when deserved. If they’re struggling, help them. Work together to find solutions and be a sounding board for their ideas.
  • Be flexible. Give your people opportunities to work remotely—this is highly motivating to staff, particularly millennials. They don’t want to be battling traffic each day on their way to work. They don’t want to miss their kids’ baseball games or ballet rehearsals. Stats show that companies that offer flextime and the ability to work from home or a coffee shop have happier and more productive employees.
  • Create employee-friendly work environments. These are spaces that inspire and ignite the imagination. Have you ever been to Google’s offices? No headquarter is the same. From indoor slides and food trucks, to hammocks, and funky work pods on the wall, gaming rooms, and tranquil interior gardens, there’s something for everyone. It’s a space where people want to be, catering to their need for creativity, quiet, or team building; you name it.

So take a look at your company culture and ask yourself, Is my business an attractive workplace for talented professionals? Does it inspire commitment and motivate my people? What could I do to improve my company culture?

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3. Touch Base with Your Team Weekly

Make time for your people, whether you run a remote business or work in an office, set aside time each week to talk to your people one-on-one. It’s non-negotiable.

When there’s an open line of communication between staff members, work gets done. Don’t believe me? A study by Gallup found that 26 percent of employees said feedback from their leaders helps them to do a better job.[3]

Your people want to feel trusted. They want to take ownership of their work, but they also need to know that when they have a question, they can reach out and get answers. If you’re unwilling to make yourself available, your team will quickly become unmotivated, work will stagnate, and your business will stop growing.

So block off time on your calendar each week to touch base with your people, even if only to let them know that what they’re working on matters.

4. Give Them the Tools They Need to Do Their Jobs Well

Imagine trying to run your business without electricity. How would you contact your clients? What would happen when your phone or computer battery died?

Technology is super critical to the success of your businesses. It allows you to work more efficiently, to be more productive, and to handle matters on-the-go. That’s why you need to give your people tools that will make their jobs easier.

Make sure their equipment is in good working condition. There’s nothing more frustrating than a laptop that takes ages to boot up. It’s got to go. Replace outdated software with new software. Don’t make your designer work in Coreldraw; give them access to the most up-to-date version of Adobe Creative Suite. Take it a step further and buy them a subscription to Shutterstock or Getty Images.

Make working for you a pleasure, not a pain; and watch your employees’ motivation levels rise.

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5. Provide Opportunities to Learn and Upskill

Would you believe me if I told you that 33 percent of people cite boredom and a need for new challenges as the top reason for leaving their job?[4] If you want to retain your talent, you need to upskill.

Thanks to technology, we live in a rapidly evolving world that demands we change with it. A copywriter is no longer just a writer; they now need to be experts in SEO, Google Adwords, CRMs, and so much more.

A pastry chef needs to be a food stylist, photographer, and social media manager. An entrepreneur needs to be a marketer—or at least take ownership of the marketing message for their business—if they hope to scale.

Technology makes all of this possible. No matter your location, your people can continuously expand their knowledge and gain new skill sets—something that’s highly motivating to employees. They want to know that there are opportunities to grow and develop themselves.

If you won’t invest in your people, then your business becomes just another job to tide them over until they find where they truly belong. So be the company that sees value in developing its people.

6. Monitor Their Workload

Overworked employees tend to be unproductive and unhappy. Your people cannot be at full capacity every day, month to month. Something’s got to give. They’ll become deflated and their work will eventually suffer, which will negatively impact your business.

What I like to do is implement a traffic light system. It helps me to keep a finger on the pulse of my business. So there’s red, yellow, and green:

  • Red means they’re fully loaded.
  • Yellow means they’re busy, but they can potentially take on more.
  • Green means they haven’t got enough to do.

I use this traffic light system because I don’t want my team members to be stressed out of their brains all the time. If they are, they won’t make good decisions and they won’t do good work.

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If my people are regularly overloaded, I have things to think about. Perhaps I need to hire a new person to help ease the load or take a closer look at what projects are good to go, and which can take a back seat.

And this is why #3 is essential. If I’m regularly engaging with my people, I’ll know that while they’re coping with their workload, it is impacting their performance and health, and I’ll take action.

7. Don’t Mess Around with Your Employees’ Pay

Never mess around with your people’s salary. As a business owner or high-level manager, it’s easy to forget that most people live from paycheck to paycheck. Delayed compensation can mean a missed bill payment, which could result in costly penalties they can’t afford or hits to their credit score.

So it’s your job to ensure that you pay your people on time.

The Bottom Line

A motivated team is an asset to any business. These people never give up. They get excited about coming to work each day and can’t wait to test a new theory or tackle a particularly tricky challenge. They’re proud of the work they do. And more importantly, they have no reason to leave.

Wouldn’t you rather be part of their success story than the business that drove them away?

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Featured photo credit: Emma Dau via unsplash.com

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