Emotional Salary is the non-financial or emotional gains we obtain from working that motivate us, change our perception of work and lead to personal and professional development.

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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.

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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.

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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.

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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.

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“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.

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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.

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

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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.

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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.

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

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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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