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22 Common Words You’re Probably Pronouncing Wrong

22 Common Words You’re Probably Pronouncing Wrong

There are a ton of words that you may or may not have been pronouncing wrong your entire life. Some of them are pretty obvious, but some of them are trickier. See if you pass the test. (And for those of you who are currently learning English … I am so, so sorry!)

1. Picture vs. Pitcher

There is, indeed, a difference in pronunciation between the thing hanging on your wall and the thing filled with water on your table. If you’re talking about the hanging thing, it’s PICK-churr. If you’re talking about the water thing, it’s PIT-churr. (Same for the baseball dude.)

2. Mischievious vs. Mischievous

This is actually something I learned pretty recently. I’ve been mispronouncing “mischievous” my whole life, and so have many others. It’s not pronounced “mis-cheev-EE-us”–it’s pronounced “mis-CHIV-us.” For some reason, we keep wanting to add extra i’s. Only three syllables, folks!

3. Kill-AH-meh-tur vs. KILL-oh-mee-tur

Kilometer … this one’s tricky. The stress isn’t on the second syllable (kill-AH-meh-tur), but on the first (KILL-oh-mee-tur). If you get confused by it, here’s the rule of thumb: if it describes distance, the stress is on the first syllable (centimeter, millimeter, decimeter).

4. Jif vs. GIF

This is an acceptance “speech” by the inventor of the GIF, Steve Wilhite. If you’re short on time, skip to 0:58.

Yep. I thought it was a hard ‘G,’ too. And logically, it should be–since it stands for “Graphic Interchange Format.” But whatever. Now you know.

5. Expresso vs. Espresso

Get that ‘x’ out of your espresso. It doesn’t belong there.

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x

    6. Supposably vs. Supposedly

    Supposably is technically a word, but it doesn’t mean what you think it means (*insert Princess Bride meme here*). It means “able to be supposed.” Generally, you won’t be using that word. In the sentence, “Supposedly, Taylor Swift is an excellent musician,” you’ll want to use the ‘ed’ version.

    7. Sherbert vs. Sherbet

    This is one that I refuse to accept, although it’s true.

    Supposedly, here’s no second “r” in “sherbet.”

    8. Irregardless vs. regardless

    There are three schools of thought here.

    #1: Irregardless can and should be used interchangeably with regardless.

    #2: Irregardless isn’t a word.

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    #3: It technically is a word, but you should not use it.

    The first two are incorrect. You shouldn’t use “irregardless,” but it’s also not fair to say that it’s not a word. According to Merriam-Webster, it is a word that originated in 20th century America, but it is still a long way from general acceptance. According to MW, you should ditch it and use “regardless” instead.

    So pretty much, you can use irregardless … but people will notice and think you’re speaking incorrectly. If you absolutely must use it, just don’t use it in a job interview.

    9. Nucular vs. Nuclear

    Nuclear is pronounced “noo-KLEE-UR.” There is no extra ‘u’ in there. Most people have started to say this correctly, though … thanks, George W.

    george

      10. Febuary vs. February

      Don’t forget that first ‘r.’ It’s a little hard to say initially, but you’ll get used to it.

      11. Liberry vs. Library

      Good lord, this is one of my biggest pet peeves. Don’t forget that first ‘r’–and unlike the above, it’s not hard to do.

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      12. Expecially vs. Especially

      This is another case of the “expressos.”

      13. Close vs. Clothes

      It can be a little difficult to fit that “th” sound in there, so a lot of people just skip it entirely. If you have trouble with this one, don’t worry–after a few tries, you’ll get the hang of it.

      14. Excetera vs. Et cetera

      I have known this for a while, and I still get it wrong every time. Et cetera is the correct pronunciation, but a lot of people tend to use that ‘x’ to mush it together into one word.

      15. Athelete vs. Athlete

      This time, people are adding in an extra syllable that doesn’t need to be there. Save yourself some time and credibility here by cutting out that middle syllable to make it “ATH-leet.”

      16. Heighth vs. Height

      This pronunciation probably started because of “width,” but don’t let yourself tag that extra “th” sound on the end. It’s “height and width,” not “heighth and width.”

      17. Mawve vs. Mauve

      This one looks tricky–but it’s not “mawve,” it’s “moave.” Like, rhyming with “grove.” I know, right?

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      wtf

        18. Larvay vs. Larvae

        If you’re talking about multiple baby insects (ew), it’s “LAR-vee”–not “LAR-vay.”

        19. Triathalon vs. Triathlon

        We’re all sticking another syllable in that doesn’t need to be there. It’s three syllables, not four–you can get rid of that third syllable. Though personally, I think the wrong way sounds more epic.

        20. Jewlry vs. Jewelry

        And for this one, we’re cutting out a syllable. It’s JEW-ell-ree–not JEWL-ree.

        21. Zooology … ? vs. Zoology

        So many people pronounce it “zoo-OLL-oh-gee,” when really, it’s just “ZOO-loh-gee.” And that’s probably the reason we never write that word down … though a word with three o’s in a row would be pretty sweet.

        22. Often

        This one sounds crazy, but I’m not making it up. Don’t pronounce the ‘t’ in “often.” It’s silent.

        rage

          Why, English? Why?

          Featured photo credit: Pixionick 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?

          More to Motivate Your Team

          Featured photo credit: Emma Dau via unsplash.com

          Reference

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