 Employee retention training in the workplace 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:
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. 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.
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?
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.
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!"
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 be a professional tool to
use later in my career. And I was right.
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