Emotional Salary refers to the set of non-monetary benefits that a company offers  to its employees to enhance their well-being, satisfaction, and motivation in the  workplace.

At work, we often experience uncomfortable emotions that we don’t always know where they come from, but which have a real impact on our wellbeing, performance and personal lives.

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I recently had a conversation with someone who told me she was leaving her job after 15 years. Basically, it was the company that had trained her professionally and where she had grown and developed professionally throughout her working life.

Many will recall Gordon Gekko and the movie “Wall Street”. For those who have not seen it, I do recommend you to do so.

“We cannot solve our problems with the same thinking we used when we created them ”. Albert Einstein What is a Mindset Everyone you know and meet has a specific mindset that shapes how we make sense of the world and ourselves.

In this blog we’re going to explore how focusing on Emotional Salary can make you a better leader. We’ll look at what Emotional Salary is and share some free resources to help you understand more about the concept.

In this blog we explore the relationship between quiet quitting and emotional salary. We’ll look at what the risks are for organisations and employees, what causes quiet quitting, and what leaders and organisations can do to minimise it.

This blog may come as a surprise, especially coming from us. However, we feel it is important, honest and ethical to talk about this vitally important topic that needs to be clarified.

Retention Strategy or Environment? It can be easy not to accept that your retention strategy isn’t working and blame the post-pandemic environment we’re living in.

At work, everything is interconnected, and we are likely to face many different challenges at work that impact our Emotional Salary and our ability to take responsibility for it.

“Change is the only constant in life.” Heraclitus When the going gets tough, and it always does, you will need all your people to row with you. We are talking about a constant in our workplaces: Change. Change is a constant inevitable.

To a certain extent leaders have always faced the same challenges they are facing now – how to motivate their teams and how to manage performance, team dynamics and resistance to change with compassion.

Accept responsibility for your life. Know that it is you who will get you where you want to go, no one else.

Am I an Emotional Millionnaire? A couple of years ago at a dinner party someone asked me what I did.

The ‘Monday Blues’ describe a set of negative emotions that many people get at the beginning of the workweek. Especially, if there is a sense of uncertainty, unhappiness or because things are not going as we expected them to be.

Fortunately, mental health in the workplace has become much more of a talking point and a focus for organisations over the past few years, although there is still a lot more room for improvement.

When we talk about improving aspects our work life, we often think about what we can add in or do more of.

Often, times when we are talking to existing or future clients about Emotional Salary for their organisation, one of the main areas of confusion is how Emotional Salary is different to the employee benefits they may already be offering in their company.

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