Abstract
Starbucks, Whole Foods and Google are three Fortune 500 companies that exhibit unique loyalty by their employees and have developed non-traditional methods for increasing employee motivation. They have achieved this success in part because of their ability to communicate with their employees. It is because of this communication that they are able to motivate employees through intrinsic rewards.

Creating Motivation: Analysis of Google, Starbucks, and Whole Foods
Introduction
Ralph Waldo Emerson said: "Our chief want is someone who will inspire us to be what we know we could be." By championing new and innovative methods of employee motivation, companies are satisfying this need in their
This fact is evidenced by Google, Starbucks and Whole Foods. Each company has embraced communication to not only build a more committed workforce but to also develop a motivation method that drives results. A few of the unconventional methods these companies have put in practice include focusing on the larger social issues that matter to employees. Google, because of communication with its workforce has discovered that a majority of its employees are concerned about the environment and interested in alternative fuels. Because of this recognition of who its workforce was and what they cared about, Google now offers grants to help offset the purchase of hybrid cars by employees as one part of it’s motivational plan (Batstone). In addition, Google now allows all engineers a ‘free day’ each week to focus on a project of their choice (Rodriguez). This ‘free day’ which was the result of communication with staff has lead to an innovation explosion at Google. This policy has not only benefited the company in exponential innovation, it has reduced burnout and led to motivated and happy engineers. Whole Foods is another example of motivation methods at work that are unconventional. Whole Foods, through its team approach allows each department to function entrepreneurially within the