When your CEO ends up on the Coldplay kiss cam… with the Head of HR… and it’s not their spouse? It doesn’t just stain their reputation—it stains the company’s. You’ve probably heard of the scandal sweeping across the internet. Andy Byron, CEO of AI company Astronomer, was caught at a Coldplay concert cheating with the Head of HR. The clip went viral. The board moved fast. And just like that, he was out as CEO. This scandal shines a harsh spotlight on one of the most overlooked drivers of workplace well-being: PRESTIGE.

PRESTIGE isn’t just vanity or a craving for status. It’s the deeply human need to feel proud, proud of what you do, who you do it with, and where you do it. Motives are our emotional triggers, when met, they fuel how we want to feel at work, like pride, and when they are suffering, how we don’t want to feel. When it’s neglected, it drains motivation and loyalty. If your team, brand, or organization’s image falters or its credibility comes under question, PRESTIGE-driven team members will feel unsettled or even embarrassed. This disconnect can erode trust and belonging faster than almost any other factor.

So what is Prestige, really?

PRESTIGE fuels a deep sense of professional identity. It’s the glow-up you feel from being connected to quality, integrity, and excellence. An authentic desire for respect and admiration that’s rooted in our natural longing to be associated with something worth bragging about. 

Personally, PRESTIGE is one of my top 5 motives that drive me to be well and perform well at work. If you have been hanging out with us at Motives Met for a while you know that our research proves well-being is personal, not universal; we all have different needs that rise to the top and drive us in this season of our work life. When you take The Motives Met Human Needs Assessment, you uncover you and your team member’s top motivational drivers and fuel a pathway to be more mindful of, communicate, and meet motives together. 

PRESTIGE may fly under the radar more than other needs, but here’s how you can better meet this motive for those you lead. 

The Need for PRESTIGE

PRESTIGE lives in what we call the Company Connection domain—it’s all about the quality of your workplace, your brand, and your people.

Here’s what PRESTIGE-driven people crave 👇

✅ A killer company reputation. You feel proud when your organization is admired, respected, and making waves in your industry. It’s the feeling that your time and effort are going toward something meaningful.

✅ Awesome humans. Prestige soars when you’re surrounded by people you admire. Talented, principled, brilliant people who make you want to bring your A-game.

✅ Mission and values you believe in. Prestige is all about alignment. You want to stand behind what your company stands for—and you like to know others respect it, too.

How Leaders Can Support The PRESTIGE Motive

🌟 Communicate your team and company’s wins—and how employees contribute. Make success visible and shared within the organization and the outside world. Let people see how their work fuels the organization’s reputation and credibility.

🌟 Connect daily work to the bigger mission. PRESTIGE-motivated people want to feel like they’re part of something worthwhile. Regularly highlight how their contributions ladder up to the company’s mission and why that mission matters. Whether it’s through storytelling, team meetings, or 1:1s, make it a habit to say, “Here’s how what you’re doing moves us closer to our ‘why.’

🌟 Maintain high ethical and quality standards. PRESTIGE-driven people need confidence that their workplace is authentic and admirable.

🌟 Celebrate your industry influence. Share awards, media coverage, achievements on social media, customer testimonials, or major innovations that highlight your team or brand’s positive impact.

🌟 Build respected teams. PRESTIGE is also about working with people who are known for excellence. Create opportunities for your team to collaborate with leaders in your field and other people they want to grow from.

🌟 Address reputational issues head-on. If you or your organization stumbles, be transparent. Show how you’re working to restore trust and credibility.

The best way to support? Ask! We don’t talk about the human needs that drive us as human beings at work enough, and that’s a big miss. Asking your team motive questions shows you care and allows you and your team to strengthen them. 

PRESTIGE motive questions to ask your team:

• What makes you most proud to work here? What about who you work with?
• Is there anything that’s made you feel less proud?
  
• Who or what at work makes you go, “I’m lucky to be part of this”?
  
• How could we share more of our wins and successes? 
• If you could boost one part of our team’s success and visibility, or our brand and organization, what would it be? What do you wish more people knew about the work you and our team do?

The Value of PRESTIGE-Driven People

If you have PRESTIGE-driven team members, they’re likely the ones who:

✨  Advocate passionately for your mission
✨ Hold themselves (and others) to high standards
✨ Show up because they believe in the work
✨ Proudly rep your company in the wild as some of the strongest ambassadors your organization could ask for. 

PRESTIGE is a psychological anchor. One that supports pride, confidence, and connection.

So if you’re serious about building a thriving culture, don’t overlook this need. Instead, lean in and ask:

Are we giving people something they’re proud to be part of?

Want to do something actionable to create a thriving team where motives are met? Send us a note at theteam@motivesmet.com or drop a message here, and we’ll send you more information about our platform.