Rewards that don't motivate: why status perks miss many of your best women
In many organisations, especially in male-dominated fields, strong performance is rewarded with status: a bigger title, a better car, a higher place in the bonus ranking, a seat at the table everyone can see.
For some people, that works. In sales and other target-driven teams, status can be a powerful driver.
But in our experience, many high-performing women are driven just as much by other things: impact on the work and the people around them, growth and learning, autonomy over how and when they work, and being recognised for their actual contribution. When the reward system only speaks the language of status, it misses them.
What happens when the reward doesn't match
At first, nothing visible. She keeps delivering, because she's good at it and she cares. But the extra effort, the part above the job description, starts to feel pointless. Why push for a reward you don't actually want?
Over time she does the job well and nothing more. From the outside it looks like a motivation problem. In reality the motivation is still there. It just isn't being fed.
A quick test
Look at how your organisation rewarded its top performers last year, then ask:
- How many of those rewards were about status: title, car, ranking, visible perks?
- How many were about growth, impact, flexibility or specific recognition of what the person did?
- Did anyone ask the people involved what they actually value?
If the answers are "most", "few" and "no", you are probably leaving motivation on the table.
What closes it
For leaders:
- Ask. The simplest fix is a direct conversation: "What would make next year worth it for you?" Then act on the answer.
- Widen the menu. Stretch projects, a development budget, flexibility, a sponsor, visible credit for specific work. Many of these cost less than a bigger car.
- Recognise the contribution, not just the result. Be specific about what the person did.
For the women: get clear on what actually drives you, and ask for it. Many women wait to be offered the right reward. Few are.
Rewards are one of the ten causes we measure in the free Engagement Gap Check. It's often the cheapest cause to fix, and one of the most overlooked.