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5 Questions You Must Ask Yourself Before Choosing a Career

5 Questions You Must Ask Yourself Before Choosing a Career

“You can do anything you put your mind to.” If you grew up in the late 80s or 90s, this is something you heard often either at home or on TV. And that’s a good thing—much better, at least, than the, “Get the highest paying job possible and count the days down to retirement” school of thought.

When your many years of education are behind you and it’s time to actually pick what that “anything” is, both pieces of advice can be paralyzing (and depressing). For some, finding the right career is simply a matter of browsing through job ads. For many others, the process takes a lot of exploration, self-reflection, and a willingness to redirect when necessary.

Whether you’re fresh out of college or a decade down the road, it’s important to embrace the process full-on. These 5 crucial questions are a great place to start.

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1. What am I good at?

Knowing what you’re good at—as in, really knowing—can be more complicated than it at first seems. Essentially, this breaks down into:
What you’re passionate about. Don’t confuse this with a bigger, more vague dream. Instead, do an inventory of pursuits both big and small that get you all fired up and have you losing track of time. Rather than, “becoming a rock star,” look for specific skills like, “learning new instruments,” “writing songs,” “talking about art” and, “interacting with a crowd.” This will help you not only pursue your bigger dreams, but also identify traits that can apply to jobs that are less of a reach.
Tasks you do easily. Sure, it might not be your life’s dream to lead a group of people, but if you find yourself naturally stepping into leadership positions, you might just be management or classroom bound. The same goes for those well-structured emails you type out rapidly, or your ability to sketch out a design in seconds flat. While placing easy tasks at the center of your career course won’t do you much good (feeling like your career is challenging and provides room for growth is crucial for satisfaction), skills that come easily to you can form the basis of greater things.
What other people say you do well. Most of us are shockingly poor judges of our own strengths and weaknesses, whether due to overconfidence or complete lack thereof. The younger you are, the truer this is likely to be, as you simply haven’t had the breadth of experience to show you just where you thrive. Asking peers, parents, teachers, colleagues and mentors to articulate your skills, either in a list, a resume, or a recommendation letter, can unearth strengths and interests you didn’t even know you had, or shed new light on talents you may be taking for granted.

2. What locations am I comfortable living in?

This one isn’t nearly as superficial as it sounds. Chances are, you’re going to be sticking with your chosen career for a while, and that means heading where the jobs are. For some jobs, like freelance writing, designing, and well, just about anything that can be done over the internet, it really doesn’t matter whether you work from Miami or Timbuktu  But if you choose magazine publishing, chances are you’ll wind up in New York. Entertainment industry? LA. Oil? Houston. Farming? The countryside.
As such, it’s worth considering what you need from the place you live, such as:
Amenities and Homes: Living in an 800-square foot apartment in Manhattan provides a much different experience than a 2,000 foot home in the suburbs. Determine what amenities are important to you both inside and outside of your living space.
Culture and Lifestyle: Do you enjoy living in a city with a constant stream of art openings, concerts, readings, tastings and other events, or do you prefer a slower lifestyle? Do you mind living in a place where the majority of people have different life values and political beliefs, or are you okay mixing it up? Culture and lifestyle inform who we are every day.
Access to Nature: Will Central Park suit your fancy, or do you prefer the nearby lakes, mountains and streams of a place like Seattle? Or would you rather call a mountain “neighbor” on your Montana ranch? While you may need to make compromises, it’s important not to choose a career that will keep you far away from the things that rejuvenate you and give you meaning.

3. How much control do I need over my own time?

Some people love the structure of a corporate job; other people hate it. For the former, this is simply a question to check off and move on. For the latter, it’s important to examine each potential career path with questions like:
• How much travel will there be?
• How much teamwork and meetings will be required?
• Are there opportunities to work from home either full or part-time?
• How flexible is the vacation policy?
• How strict are the hours? Will there be a lot of overtime?
• Are there opportunities at companies in this industry to do things like Google’s 20 percent time?
In some cases, the answers to these questions will be obvious. A congressional aide, for example, will have far less control over her time than a woman who runs a business out of her own home. But in many cases, these are things that can only be discovered as you go. What’s more, greater control is sometimes easier to find as you rise in the ranks, so it’s always best to keep an eye on future potential.

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4. Am I more introverted or extroverted?

Introverts and extroverts bring different sets of skills to the table. Extroverts will be miserable in a role that requires a lot of introverted skills, while introverts will similarly struggle when forced into an extrovert’s shoes. A few things to consider in any given role:
• Amount of public speaking
• Pace and amount of deadlines and communication
• Amount of teamwork and collaboration with colleagues
• Degree of stimulation in the work environment
• Amount of off-work socializing required
For a deeper look at this topic, we highly suggest reading Susan Cain’s Quiet: The Power of Introverts in a World That Can’t Stop Talking or watching her eye-opening TED talk.

5. How much money do I really need?

For some people, million dollar dreams need to be million dollar realities before they’re satisfied. Other people are much more comfortable at lower income levels, just as long as certain needs are fulfilled. Artists, for example, might be okay scraping by as long as they can do what they love, while non-profit workers can make do with less as long as they feel they’re giving back.

Consider how important it is to you to:
• Own your own home
• Consistently put away for longer term financial goals, like your retirement or a future child’s college fund
• Go on X number of vacations each year
• Be able to buy whatever you want, whenever you want

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The overall idea here is to pick a lifestyle, not a job title. Keep in mind that this, too, will change as you grow into your career and potentially have a family. For the best results, set monetary goals in increments of 5 years, and check these goals against your chosen path.

The Takeaway

In today’s market more than ever, a career is an evolving thing, with many professionals holding multiple titles within their lifetime. It’s really not about going all for passion, or all for money. It’s about balancing your wants and needs with your goals, talents and skills, and rerouting wherever needed.

For more on this subject, we suggest taking a read through this extensive career guide from Rasmussen College, and taking a spin through the data visualization below.

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what career is right for me

    Click image to open interactive version (via Rasmussen College).

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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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