In today’s job market, it’s the professionals who understand how to use social media effectively who will be skipping rungs on their way up the corporate ladder.

As terrible as it may be to some, longevity and years of service don’t necessarily mean you get the promotion or raise. The mindset that the longer you work at a company the more respect you earn is becoming a thing of the past. The professional who may not have the same tenure but has demonstrated the desire to learn, grow and has taken a sense of ownership in the company is now the employee of value.

Social media platforms such as LinkedIn, Twitter and Facebook have opened the floodgates of opportunity for professionals of all ages. The career professional who wants to stand out among the countless others in the same profession are able to do just that – by creating a network of like-minded friends and followers – and etching a mark as a leader within their industry.

Now, let’s say you have star employees. You know who they are – the ones you can completely rely on, who take initiative, are dependable and natural leaders. Well, if they are career savvy chances are pretty high that others in the industry know about them as well. Whether you believe in the amazing potential these social platforms have in fostering relationships or not, candidates (including your employees) are using it to gain leverage in achieving their personal and professional goals. Are you going to incorporate a culture that supports this or pretend it’s not happening?

Money only motivates people temporarily. And it is certainly too late to offer more of it to an employee giving his or her two week notice. Given the realities of talent acquisition today, how are you going to keep your star candidates on board?

Recently, my wife and best friend, Heather (@HeatherEColeman), conducted an informal Facebook poll asking professionals what would motivate them the most. Of the 554 respondents, only 3% responded that money was their primary motivator. Not surprising!

The answer is remarkably simple – engage your people. Give them a pat on the back for a job well done and tell them why the job they did was important for the company. Give them a sense of ownership. Ask what other strengths they have and how they could apply them to the organization. Find out what motivates each individual and incorporate this into their compensation package. I assure you the motivator for a married women with 2 kids will be far different than what motivates a single person in their twenties. For some the motivator is flexibility, for others telecommuting, and for others it’s bonuses.

Find out what their passions are, what inspires and motivates them – and let them become leaders. At the end of the day, it’s the person who feels he/she has accomplished something, made a difference at work – and are respected for it – that makes him/her want to get up and do it all again tomorrow morning.

Give your people room to grow. Let them be stars.