Most people want to feel respected in their careers and recognized as experts in their fields. This need for respect, often referred to as status, reflects the degree to which people are admired, valued, and deferred to by others. Status is so essential to self-esteem, well-being, and overall health that researchers have described it as a fundamental human need. Similarly, people have a deep-seated need for belonging—to be part of relationships characterized by care and support.
While status and belonging are often studied together, it is possible for a person to experience changes in status without a corresponding shift in social belonging, or vice versa. Recognizing this, the present study (Marr et al., 2025) explores how people respond to status loss, and whether the negative effects of status loss are mitigated or exacerbated by working in a supportive environment.
THE RESEARCH STUDY
Across three studies of working adults, the authors found that employees with highly supportive coworkers experienced a greater decline in engagement after losing status. This was largely driven by a conflict between appreciation for supportive coworkers and frustration over diminished status. In other words, those with close workplace relationships struggled more with status loss, possibly because they felt caught between valuing their coworkers’ support and grappling with their reduced standing in the group. However, professional support from outside the workplace consistently bolstered engagement, regardless of status loss.
PRACTICAL TAKEAWAYS
These findings highlight the role of workplace social support and its complex effects on employees who are navigating status changes. To mitigate the negative consequences of status loss, organizations should consider the following strategies:
- Encourage employees to view status shifts as temporary and situational, rather than as personal failures. Managers can help by highlighting strengths and growth opportunities, fostering resilience during periods of change.
- Provide broad professional support networks, such as cross-functional mentorship, peer support groups, or industry affiliations. This will ensure employees have diverse sources of encouragement, beyond mere coworkers.
- Proactively discuss the dynamic nature of status within teams. Leaders can reassure employees that their value is not defined solely by their current standing and that they will continue to be supported.
Marr, J. C., Lemay, E. P., & Park, H. (2025). Conflicted About Coworkers: How Coworker Support Influences Engagement After Status Loss. Personnel Psychology. Advance online publication.
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