Respect, authority, recognition, and reputation: How you are seen at work can be just as important as how much you make. Status plays an important role in how we feel about our work and ourselves and how we interact with the people around us.

Status is more than just a job title. It’s about being recognized and appreciated, no matter the what rung of the corporate ladder you’re on.

As a manager, are you doing all you can to show your employees the acknowledgment they deserve? Are you giving them the status they need to feel fulfilled at work?

Public Recognition Matters

When you praise employees and reward them for quality work, your employees know that their skills and effort are valuable to the company. However, only 14 percent of organizations provide managers with the necessary tools they need to implement effective rewards and recognition programs.

What tools are you using to recognize and reward employees? Email? Intranet? Desk visits? Whatever the case, it’s important that you recognize employees publicly. This is more rewarding than private acknowledgement.

Management Tip: Emphasize that an employee’s performance is well-regarded by others in the company. Quick praise on the company’s intranet can give employees that midday boost they were yearning for. 

Be specific when you recognize your employees. A “Well done this week” may be nice to hear on the way out the door on a Friday, but a specific accolade during the Wednesday meeting about the way in which Sean handled that contract discrepancy with Company X will lead to a much bigger boost in motivation and fulfillment.

Give Your Employees a Chance to Speak

Thirty-nine percent of employees feel underappreciated at work, and 77 percent say they would work harder if they felt more recognized.

Employee recognition can start with something as simple as a question mark. When speaking with a subordinate, it’s important to give them a chance to share their opinion. Ask questions – don’t just give commands. In this way, you give employees the chance to actually contribute and collaborate – and that will make them feel more recognized and valued.

Management Tip: Don’t just give your employees orders. Ask for their insights. Give them the chance to make decisions:

“Let [employees] make decisions that matter and can impact the company. Verbal appreciation is important, and bonuses or other perks are appreciated, but ultimately, showing someone that you trust their opinion and expertise is far more valuable.” Drew Thomas, chief creative officer at Brolik.

Give Employees the Chance to Grow

ThreadAccording to Towers Watson, the top driver of employee engagement for employees of all ages is “a sense of opportunity for development in the organization and that the company cares” about the employee.

Employees who value status like to work for esteemed companies – companies with integrity and good reputations in their industries. They want to be proud of their companies – and they want to be proud of the ways their companies have helped them grow.

Management Tip: Rebrand an employee’s position with a new title or tack on a new responsibility. Make sure it’s not just for show: Actually trust your fledgling manager or new director with the role. Your employees want to grow with you. Give them the chance, and they will step up.

“When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.” – Simon Sinek, author of Start With Why

Recognition can work to the benefit of companies and employees alike. Understanding who your employees are and what they want can help you determine the right ways to reward and recognize them; in turn, your employees will strive to contribute to your organization’s success.

A version of this article originally appeared on the Vitru blog.

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