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6 Things College Won’t Teach You That Make or Break Your Career

6 Things College Won’t Teach You That Make or Break Your Career

You’ve spent the last four (or more) years in college, taking class after class, final after final, preparing yourself for your first real job in the professional field you wish to pursue as a career. You even managed, despite the still fledgling economy, to snag a job. Great! Good for you. But… what now?

You want to impress your employers and sail through to your first promotion.

Follow these tips to not get in your own way of that happening. These are crucial things you need to apply in your new professional setting that you didn’t learn in college. Your first boss may not even teach you these things, but they will make or break your career. I guarantee it!

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    1. Put your phone away

    Put your phone away when working. Seriously. Just put it away. This means in meetings, at lunches or dinners, at your desk, at any work event or during your work time. Keep your phone on silent and only check it when you take a break.

    Nothing will erode trust in your productivity and professionalism faster than co-workers (or worse, your boss) seeing you constantly on your phone. At work lunches, dinners or social functions your job is to socially engage with your clients or co-workers, not to text your partner or post to Instagram how delish the pricey expense account dinner looks.

    2. Become an expert at conversation with anyone

    You will be put in many different situations in your first real job. You will be exposed to people who have started their own companies, climbed Mount Everest, or graduated from an Ivy League school. You will also be exposed to people who grew up in a trailer park, worked three jobs to pay for college, and scrimped and saved every cent to make it to where they are. Your wildest imagination can’t possibly guess the backgrounds of all the different types of people you will come into contact with.

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    So where do you come in here? Learn how to talk to any and all of them. Make them feel comfortable with you, and like their life story is the most fascinating one you’ve ever heard.

    Be curious. Be open. Ask thoughtful questions focused on them.

    Even if you have nothing in common with them, draw some commonality from books or other conversations you have encountered. For example, I’ve never set foot on an Ivy League campus, but I just read about a research project on Ivy League campuses regarding introverts that I could bring up to tie into their unique background.


    3. Limit Your Drinking at work functions

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      Work functions are not the place to engage in excessive drinking.

      Some work functions include open bars or at least an expectation that you walk around with a drink in your hand. So if you do drink, apply a maximum two drink limit at all work functions. The holiday party, client dinners, networking receptions, any of it. Anything to do with work, follow a two drink maximum.

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      There is nothing impressive about slurring words. The last thing you want to do the next morning is wonder how bad you really were. Just avoid it altogether by being strict in this area.

      There is a time and place to cut loose and let it all hang out. A work function is not the place.

      4. Create connections with a purpose

      Be purposeful and diligent in creating connections with other people, whether they are clients, co-workers or networking contacts.

      Remembering personal facts about anyone is a gold rule in creating trust and openness that leads to connection.

      Did your client mention to you an upcoming vacation cruise? Write it down as a note in their contact information where you keep their phone number. This note will trigger you to recall that tiny tidbit the next time you reach out to call them.

      How good do you think it feels to be remembered for something you just said in passing? Amazing. Your new contact will feel that too when you ask about that cruise they were going on. You just told them without a doubt that they matter to you by this one simple little effort.

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      5. Watch first, commit later

      When you are the newbie, it feels good to get included in social events. Although you may have a tendency to form friendships quickly and jump at the chance to join a social group at work, it’s usually best to take a “wait and see” approach.

      I am not saying decline all invitations, but be careful of forming alliances too soon.

      A work setting is like a family. The dynamics of the group have been formed over a long period of time and many interactions. You just set foot in this unknown environment. You don’t know yet who is loyal and who could be a back stabber, who is a team player and who sloughs the work off on others. Take your time to use your intuition and gauge the situation before you align yourself with anyone in a more permanent way.


      6. Get a jump start on your own life experiences

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        You are just starting out in life and don’t exactly have the funds to travel the world. How can you possibly hold conversations of interest with business contacts that have 20 to 40 years of career and world experience?

        Read.

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        That’s it. Read, read, and read some more. Books can take you anywhere, teach you anything and give you an unending bank of conversational topics to draw from. Maybe you haven’t traveled to Romania, but you’ve read all about the castles there. Maybe you don’t have 20 years of business experience, but you did read the bestselling business book that came out last year.

        Reading will always give you a big advantage in life. Yes, I know when you left college you never wanted to look at another book again. But at least now you get to pick what you read. What if you pick up a book, give it a decent chance and hate it? Never pick it up again. Pick another one. Read only what you love.

        **

        Best of luck submersing yourself in your new and wonderful career! It is a huge transition to change your social sphere from a college crowd of 20-somethings to a group varied and age ranged professionals. Approach each encounter as an opportunity to learn from those with more experience. Show your own special personality. Teach them a thing or two about your generation. You will meet contacts that you want as mentors because you value their leadership greatly. And you will recognize those people that are showing you exactly what not to do for your future.

        Be observant, be yourself, be conscientious and you will go as far as your dreams can imagine!

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        Dawn Hafner

        Dawn is a Practical Life Coach who offers concrete tools to help people implement life changes.

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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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