Empowering, Motivating and Inspiring Others
Management and leadership involve empowering, motivating and inspiring others. Today, many employees spend so much time in front of the computer that interaction with leaders and managers can be inadequate. Employee loyalty can be low when no positive feedback is received. Part of empowering, motivating and inspiring others means getting them to want to be a member of the team and to succeed. Increase loyalty by increasing job satisfaction. You can do this through empowering, motivating, and inspiring others.
Communication is the key. After all, if you do not talk or interact with the employees or team members, how can they feel empowered, motivated, or inspired? Others should be encouraged to ask questions and share with others. Current information and company updates should also be given. When employees know what is going on with a company they work for, they feel important and valuable. It is these employees who are more apt to be inspired to work to promote the success of the company. Make employees feel as though they not only work for the company, but that they are also part of it. Always reward good behavior, ideas, and hard work. Feeling appreciated is the key to wanting to do more. It is when employees feel undervalued that they lack drive and enthusiasm and fail to work to their full potential. And no, do not send an email. Talking in person shows employees you care to take the time. If working for a virtual company, a phone call will suffice. If you must communicate via email, at least personalize the message rather than having a "mass email" sent.
Empowering, motivating, and inspiring others means involving employees in the planning and decision making process. Let them know that their voice will be heard and that their thoughts, ideas, and opinions matter and will be taken into consideration. Because decisions made will affect the employees directly, they want to feel appreciated and have a say in matters. You would be surprised at the good ideas and solutions employees can come up with when their creativity is allowed to flow! The more heads you have thinking about an issue, the better your have to explore all the options and create a better outcome for the company.
Employee effort accounts for a lot. When empowering, motivating and inspiring others, ensure that your gratitude for their good deeds comes across as honest and genuine. People can tell fake encouragement, so do not insult their intelligence. A good side effect to giving praise and being sincere is that employees will be more likely to come to you, the leader, for things; whether it be a problem they are having or a brainstorm for a great idea. Foster communication, honesty, excitement, and energy about individual employee roles as well as the progress and success of the organization as a whole. You see, everyone in the entire company benefits with leaders and managers empowering, motivating and inspiring others.
10 Resume Don’ts
There are certain resume habits that might lead to a resume being put through the paper shredder. If you can’t put together a decent resume, how can an employer expect you to be very professional for the day-to-day work in the office? After all, you have days, if not weeks, to put together your resume. How are you going to react to on the fly decisions?
To start, your work experience ten years ago is not nearly as important as your most recent experience. Employers are generally most interested in your most recent employment. Highlight your experience in this area.
This mainly applies to younger candidates. For instance, an older applicant may have worked at the same job for twenty years, which ended ten years ago. If this is the case, then by all means you should include your work experience for a job that lasted for such an extended period. Younger applicants should highlight internships and relevant recent jobs, rather than that high school summer job working at the beach.
If you’re just out of college, you may need to add your recent college experience as a primary “work” reference— especially if you have not done any hands-on work. Generally though, your educational experience should be included at the bottom, including brief information about your focus and degree.
Younger candidates also have a tendency to add extraneous information to make up for their lack of direct work experience. Don’’t add personal a lot of personal information. It is not even recommended that you add your age, marital status, number of children, or health issues. Really your work experience is of the most primary concern.
Though some jobs do ask for a photo, it is not necessary to include this with a resume. Some companies might file this under over-embellishment. So if the company does not ask for a photo, don’t include one. References may or may not be necessary, depending on the job. Some jobs will request references up front while others won’t need references until after the interview.
Never use flashy paper, fonts, or graphics. Even if you have top-notch credentials, this will be seen like you are making up for something that is lacking in the resume. It will create a sense of prejudice right off. The idea is to make your experience stand out from the other candidates, not the resume itself.
Be sure to proofread your resume several times to make sure there are no mistakes. It is also recommended that you don’t use abbreviations. These can be less clear than writing out words in their entirety.
Listing your jobs by the year— rather than the month and the year— give the best impression that you have had longer term, stable employment. If you have been promoted within the organization, list the overall years you worked as well as the increasing work responsibility you may have had. There are ways to embellish your work experience without overwriting. Instead of writing “secretary,” write “office assistant,” and highlight the many responsibilities.
