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Having trouble getting a job offer? Let’s begin with a few of assumptions. Since you got the interview your cover letter and resume were obviously effective. You arrived on time, were dressed conservatively, smiled, gave a firm handshake, had the right attitude, did all the basics of Interviewing 101. But you still did not get the offer. Why?


1. You Didn't Send A Thank You Letter

Did you send a thank you letter? Did you get it out immediately? Did you make necessary clarifications and mention particulars about the interview? Did you proofread it? Did you also send a hand written note?

2. You Answered Questions Negatively

How did you deal with “negative” questions? Did you end your answers on a negative or a positive?

3. You Were Negative About Former Colleagues

What did you say when you were asked about former employers or colleagues? Were you at all negative?

4. You Didn't Do Your Research

How much research did you do on the employer? Did you only study their website? Did you Google them? Did you dig deep?

5. You Didn't Connect With The Interviewer

How much research did you do on the interviewers? Were you able to make a personal connection with them? Did you impress them with your meeting preparation skills?

6. You Didn't Ask Good Questions

What questions did you ask? Were they about the job? Were they about the company? Were they about the interviewers? Did they show that you had done in-depth research?

7. You Talked Too Much

Did you give direct answers to questions? Did you talk too much?

8. You Didn't Listen

Did you listen? Did you really hear what the interviewers were saying? Did you pick up on clues?

9. You Didn't Thank The Interviewer

Did you thank each interviewer at the start and conclusion of each meeting?

10. You Didn't Express Interest In The Position

At the end of the interview did you express interest in the position? If you had an interview, then you already know you met the minimum qualifications for consideration - But so did your competition. What you don’t know is how well they – your competition – prepared and how they responded to questions. Nine times out of ten, that’s where candidates fail. They do not succeed in differentiating themselves from their competition. And THAT’S how you get a job offer!
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Everyone needs to feel their voice is heard and their contributions are important. Something as simple as sharing a drink the last hour of the day on a Friday with the team to recap wins and give praise can build camaraderie within the team.


All of the above are fairly simple to implement but can make a huge difference in morale and motivation. Have any of these tips worked well for young the past? Do you have other tips to motivate your creative team? If so, please share them with me!

Encourage curiosity. Spark debate. Stimulate creativity and your team will be better at handling challenges with flexibility and resourcefulness. Create a safe space for ideas, all ideas, to be heard. In ideation, we need the weird and off-the-wall ideas to spur us on to push through to the great ideas.

Sure, there are a ton of studies done on this, but here is my very unscientific personal take. When team members can make decisions about how they work on projects, they are more engaged and connected to the project outcome. When they see how potentially dropping the ball would affect the entire team, they step up. When they feel like what they are doing is impactful and valued, they are naturally motivated to learn more, and be even better team members.

Rarely does a one-size-fits-all style work when it comes to team motivation. I have found that aligning employee goals with organization goals works well. Taking time to get to know everyone on your team is invaluable. What parts of their job do they love? What do they not enjoy? What skills do they want to learn? Even going so far as to where they see themselves in five years career-wise. These questions help you right-fit projects, and help your team see you are committed to creating a career path for them within the company.

Most designers I know love a good challenge. We are problem solvers by nature. Consistently give yourself and your team small challenges, both design-related and not. It will promote openness within the team to collaborate, and it will help generate ideas faster in the long run. Whether the challenge is to find a more exciting way to present an idea to stakeholders or fitting a new tool into the budget, make it a challenge just to shake things up.

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