Employee Motivation Begins
When Employees Learn To Ethically Exploit The Company They Work For

By Rene Godefroy

Employee motivation is a hot topic. We all know that employee motivation drives productivity. But how do you keep employees motivated? Well, in my opinion, companies can do very little to motivate you. Why? Because true motivation begins when we are internally driven.

For years, I have heard people say they feel that the company is exploiting them. They may be right. And some form of exploitation will always exist. But I have always had a different point of view. And it is this: We have the power to exploit any company instead of them exploiting us. Let me explain…

If you have heard my speech or read my book No Condition is Permanent, you already know how I came to America unable to speak English and with only $5. Apparently, I would be a prime target for exploitation.

But instead, I was motivated to seize every opportunity that would increase my value in the workforce. I didn’t wait for the company to motivate me. Their idea of employee motivation was to fit their agenda. But I had an agenda of my own.

Would you like to know how to do the same? Wouldn’t it be awesome if you could do the exploitation instead? Good. Here’s how to do it:

1. Identify the most critical area of your company. What I mean by that is…there is a department in your workplace that is critical to the operation. No matter how bad things are, they cannot afford to close that department. It’s the bread-maker.
   
2. Learn everything you can about that department and more. Then make it a top priority to secure a position in that department. Or volunteer for cross training. Even if it isn't offered at your workplace, suggest it.
   
3. Take advantage of every opportunity the company offers. Right now, your company may have a tuition reimbursement program or money available for you to attend educational training. Are you aware of it? Then, take advantage of it.
   
   Unfortunately, the company I worked for didn’t offer those opportunities. I spent a lot of my own money taking courses and attending seminars. The goal is to use the company’s resources in order to increase your value to them. Does that make any sense?
   
4. Ask to be mentored. Many companies have a mentoring program. Or if they knew better, they would all have one. Maybe it’s time for you make that suggestion.
   
   The way to do so is to investigate how other companies run their mentoring programs and present your findings to the top echelon. If that doesn’t work, simply ask someone at a high-level position to mentor you.
   
5. Network within. This one is pretty basic. It was the topic of my last newsletter. Now, it’s great to hang out with your co-workers. But the people at the top need to know who you are. I am sure you have heard the saying, “It’s not what you know. It’s who you know.” Wrong. It’s not even "who you know." It’s "WHO KNOWS YOU!"
   
6. Be proactive. If the people at the top play golf, take some golf lessons. While I was working as a doorman carrying bags, I started taking golf lessons. Why? I saw how passionate the big guns were about golf. Even then, I knew that could a professional tool to use later in my career. And I was right.
   
   Take every opportunity to network with the people at the top. When there is a business function, always try to participate. But be sure not to over indulge. It might seem okay to you if the others are all drinking. But trust me, someone is paying attention.
   
   That might hurt your future with the company. Besides, there are many people at work who like to talk too much anyway. They may hang out with you, but will later spread the news about you. So, be very careful.
   
7. Model their success. That's right. When I was working as a doorman, any time I noticed a book on the back seat of an apparently successful person's car, I would buy and read that book.

   I did the same thing when I was a new immigrant working as a janitor and struggling to learn English. I collected letters from the trash and studied them. I wanted to learn to write business letters. Because I knew it was going to serve me later. And serve, it did.

   Okay, I think you would agree with me that employee motivation happens when we are internally driven to go to the next level. You see, you’ve got to prove to your employer that you have the drive. Once you do so, the opportunities for advancement may come your way.

   I have heard the experts talk about employee-motivation strategies. To me, it’s a bunch of gibberish. YES, perks are always a plus, but perks are temporary. An environment that is conducive to learning and offers opportunities for growth is what creates lasting motivation.

   You see…I have one piece of advice for any company that wants to motivate their employees: Give them the opportunity to become someone they never were before, and watch your production and loyalty thrive. It’s not about what we are getting…it’s about who we are becoming in the process.

   Okay, the above advice is for the company. And here is yours…use the ideas I just shared with you, and exploit your company. It’s legal and it’s ethical. GO FOR IT!!

   I wish you incredible success!

Discover how Rene Godefroy can Inspire your team to embrace current changes in the workplace.