gettyTracy Brower, PhD, is back for our guest-led series of Careers newsletters this week. Brower, a sociologist, is the author of the new book “Critical Connections.”A fair salary is important for a great work experience, but other factors are also critical. In fact, many workers would trade a 10% raise for other key workplace benefits, a survey of 3,200 people by Reward Gateway finds.1. Well-being: 58% of people care less about a 10% pay raise than working for a company that cares about their well-being, while 55% of people want a manager who cares.2. Control: 54% of people prioritize control over their schedule and 47% want flexibility in their work location.3. Growth: 51% of people want learning, growth and the opportunity for development more than a higher salary, and 37% want more frequent praise and recognition. These are related because feedback today can lead to growth tomorrow. 4. Belonging: 50% of people say belonging is more important than a pay raise, and 47% prioritize their relationship with their manager. 46% of workers also want to work for a company that shares their values.To assess what’s most important to you, consider the times you’ve been energized at work or especially unmotivated or disinterested. Ask yourself what drove that positive or negative experience. Also consider your vision for your work and life, and what will best help you succeed.Salary is certainly part of the overall value of a job, but you can also explore other things that go beyond pay to boost your motivation, inspiration and experience in your career.This is a published version of Forbes’ Careers newsletter. Click here to subscribe and get it in your inbox every Tuesday. WORK SMARTER Practical insights and advice from Forbes staff and contributors to help you succeed in your job, accelerate your career and lead smarter.Stay ahead of AI at your white-collar job with three steps you can take this week, including an audit of your role for AI exposure, from career expert Colleen Batchelder.How much do you share at work? Learn why disclosing info from your personal life is perceived in different ways depending on your seniority, with advice from business professor Julie Kratz.Design your workday like a CEO so you can hit peak performance during your most productive hours with this 90-minute strategy from executive coach Gerald Leonard.Are you doomscrolling for jobs? Read how to avoid the negative effects of endless scrolling through job postings from psychologist Bryan Robinson.Careers Q&A: Why Workers Would Trade A Raise For A Sense Of BelonginggettyI recently wrote about people who would trade a 10% raise for a great sense of belonging at work. I discussed the insights with Forbes careers editor Anjelica Tan.Anjelica Tan: What is the research behind nonsalary rewards at work?Tracy Brower: Research shows workers react differently to rewards that are satisfiers and motivators. Satisfiers, which include salary, are important to get you by. They are a minimum threshold for satisfaction in your work. But motivators raise the rewards and contribute to your inspiration and desire to make a greater effort. Factors like belonging, growth and meaningful work are motivators.Why do some people focus on these other priorities over their salary?The salary trade-offs make sense for a few reasons. Mental health issues are at record highs today and people are feeling out of control. People want well-being as well as autonomy at work so they can be their best. Loneliness is also at epidemic levels, so work becomes an important place for people to feel belonging, connection and community. In addition, humans crave to learn and grow, so feedback (praise) and development help meet these needs.How can someone determine whether a job will meet these needs?To assess whether a company can offer you these elements in your work, ask questions. To understand well-being and control, ask about how the employer ensures workers are able to contribute their best and not become overloaded. To explore whether you’ll have a sense of belonging, ask about the organization’s values. Also how management develops leaders, so you know whether they are prepared to interact with workers in positive ways. For growth, ask about how they help workers develop and build their skills.TOUCH BASEForbesNews from the world of work. Young college graduates are entering one of toughest job markets in years. That reality is reshaping what matters in higher education—putting a premium on schools that can translate degrees into real career opportunities. Forbes’ third annual New Ivies list features 20 schools—10 public and 10 private—that are adapting in real time. And their graduates continue to grab the attention of employers.The rise of “ghost jobs”—listings that stay online even when companies aren’t actively hiring—appears to be growing. A new analysis of more than 175,000 postings found that about one in seven remained active for over 30 days, increasing the likelihood they’re effectively inactive. The study, conducted by Clarify Capital, identified wholesale, e-commerce and sustainability as a few of the industries with the highest share of such listings. Careers contributor Rachel Wells offers advice on how to avoid wasting time on roles that may not be real.Despite a wave of return-to-office mandates, remote work may be more resilient than expected. New data from FlexJobs shows remote listings rose 20% in Q4 2025, with sales and business development roles leading the growth. The job board also identified companies including General Electric, Liberty Mutual and Apex Systems among the top employers still hiring for remote roles.Thanks for reading! This edition of the Careers newsletter was edited by Anjelica Tan, Chris Dobstaff and Jeffrey Marcus.