Advertising
Advertising

Get References That Will Make You An Outstanding Candidates In 5 Easy Steps

Get References That Will Make You An Outstanding Candidates In 5 Easy Steps

A reference can make or break your application for a job. The way you write about yourself in a cover letter will introduce your experience from the perspective of how you will most benefit the company. Remember, when you are attempting to get a job, the company is most interested in how your skills and experience will move the company forward. A job is not the reward at the end of a college education. No one owes you anything so convey in your cover letter your personality, your dedication and your knowledge of how you can help the company.

The rest is up to the line items in your resume. Those details in your resume will stand squarely on the words from your references. Choosing the right blend of carefully and thoughtfully crafted letters of recommendation will be the support for what you promised in your cover letter.

Advertising

How to get references

When you’re in school, you should make every attempt to network with peers and professors. Make sure you use your time wisely and spend equal time studying, getting involved with clubs or societies represented by your future profession and listening to your mentor.

1. Choose wisely (professional people)

You wouldn’t ask for a reference for a government job from your English 101 professor just because you earned an A in the course. Choose your letters of reference to come from professors who know your academic record as well as how hard you work at furthering your career. Try to gain internship experience and engage co-workers, peers and bosses to provide references after you leave.

Advertising

2. Get references by asking

If you don’t ask, you will less likely receive. Professional peers and professors will happily speak on your behalf if you’ve earned it, but you cannot forget to ask. Seek references via LinkedIn as well as on letterhead for specific opportunities.

3. Stay connected to get references

Your fifth grade teacher isn’t the best person to ask for a letter of recommendation, but keeping in touch over time is paramount to earning quality praise. LinkedIn is a great tool for building an online portfolio and engaging your network. Send examples from your portfolio to past instructors and keep a close eye on the industries and key personnel where you’d like to one day work.

Advertising

4. Provide specifics (not just general info)

The devil is in the details. A vague, form-letter from even a respected professional will bore a potential employer. “Sarah goes above and beyond, is never late and is a real go-getter,” will not get Sarah anywhere. The best letters of recommendation come from those mentors you’ve gotten to know. Impressive references can say, “I met Sarah in my 1101 course and she excelled in the class where the average grade was a C. She then went on to start her own club based on the principles she learned. She takes her work seriously and balances her time between an internship with NASA and….” You get the point. This reference didn’t accept a bribe for the reference and she didn’t do it as a courtesy to a student who did well in one class. If your reference writers cannot or will not take the time to list specifics, then ask for letters from others.

5. Get references from different people for different positions

Don’t ask you marketing professor to recommend you for a job as a reporter and don’t ask the director of programming from your radio internship to recommend you for a job as a nurse. The crime has to fit the punishment. Make connections that last and make impression so you’ll be worthy of a reference letter. When pursuing different avenues or even slightly different position in the same industry, make sure your references come from the most impressive person who can speak most impressively about your work in the field.

Advertising

Featured photo credit: morguefile via mrg.bz

More by this author

How to Find a Suitable Professional Mentor 15 Life Lectures From Grandpa Get References That Will Make You An Outstanding Candidates In 5 Easy Steps 20 Things You’ll Regret Every Time After Doing striving for perfectionism? 6 Reasons Why Perfectionism Kills Your Productivity

Trending in Work

1 7 Strategies to Keep Employee Motivation High 2 How to Become Smarter: 21 Things You Can Do Daily 3 7 Powerful Steps to Achieve Career Success 4 The Savvy Employees Guide to Asking for a Raise 5 How to Master the Art of Stress Free Work

Read Next

Advertising
Advertising
Advertising

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.

Advertising

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?

Advertising

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.

Advertising

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.

Advertising

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

Read Next