How can the ESB add value to your organisation?

The real value of the ESB for organisations is in the information it can provide. However, the responsibility to determine how to use the information to increase the Emotional Salary of their employees falls to the organisation, which can take it into account together with other variables that are considered relevant.

Examples of how the ESB can be of use and add value for organisations are the following:




By identifying what employees value most, organisations can build HR and people development strategies that help retain their most valuable talent.



When actively monitoring the Emotional Salary of their employees, the organisation becomes more attractive to potential recruits and gains a competitive advantage.



The ESB will help to highlight patterns and trends throughout the organisation. As well as facilitating the implementation of strategy, it can be used to identify issues and challenges that HR or the leadership team may not have previously been aware of.



By providing employees with a detailed personalised report on their Emotional Salary and how to increase it, organisations are empowering them to take responsibility and be proactive in the implementation of measures that improve their emotional wellbeing at work.


   Diversity & Inclusion:

By identifying what importance different employee groups place on the different elements of Emotional Salary, organisations can create targeted strategies to improve diversity and inclusion.



By actively tracking Emotional Salary over a period of time, organisations can identify the root causes of any changes such as changes in leadership, strategy, relocation, policies etc.

How can an organisation use the results of the ESB?

The results can be used in various ways. Examples of these are:


  • it can be linked to other tools and performance indicators to gain greater knowledge of certain trends
  • it can be used to create strategies or policies that take into account the employee perspective
  • it can increase communication
  • it can be used for individual or team development

Services Available

ESB Report:

Each employee will receive an individual detailed report in English or Spanish.



We offer a wide range of flexible reporting which we will adapt to the needs of the organisation in order to identify trends on a team, departmental and organisational level.



Based on the results of the ESB, we can help organisations design and implement HR and people development strategies to increase Emotional Salary.



We provide bespoke workshops and activities for HR and leadership teams to determine how best to implement change based on the ESB results.



We offer a wide range of facilitated workshops and activities for employees and teams on how to increase the various elements of Emotional Salary.



We can customise the reports provided to employees to take into account your organisational strategy, values and mission.

Why is the ESB important now?

The future of work has several paradoxes that will have an influence on us as individuals and which we will have to be prepared for professionally and emotionally. This new design of work will necessitate boundaries to avoid burnout, reduce related health issues, enhance empathy and interpersonal relationships and satisfy the need for meaning. With the ESB we want to shift the perception of work as a power for transformation at a personal, organisational and societal level. This perception will impact and influence organisational strategies, production methods and society as a whole.


In many sectors the war for talent is unrelenting. Recruiting and retaining the best people can be a challenge and organisations are having to constantly come up with new ways to engage employees. Organisation design will be reshaped. We will find ourselves working in environments where objectives will be achieved through partners and external contributors rather than permanent employees. We will have virtual organisations and flat organisations which will replace hierarchies with fluid project teams. There will be a need for a highly skilled, adaptable, flexible workforce in order to meet the challenges of the future.