When times are uncertain and you are unsure of what lies ahead for your business, it can be easy to lose focus on what got you there in the first place – your employees.

How does somebody stay motivated at work? To know this, firstly, you have to discover the real reason behind their lack of motivation to work.

In this blog I want to talk about the feeling of losing control of our lives and our work and how Autonomy, which is one of the 10 factors of the Emotional Salary Barometer, can help you start changing this.

Working remotely has many challenges, particularly when working from home as many of us have been doing this year. This is the last in our series of blogs about the challenges of remote working and how to solve them.

In this blog we explore the practical side of working remotely and look at what many of us struggle with – distractions, the lack of structure and a physical work environment that may not have been designed for working.

A third of the people we asked in a recent poll said they were struggling to work remotely. This is the second in a series of blogs on how to overcome the main challenges of working remotely.

Are you or someone in your team struggling to work remotely?   In an informal poll we did recently, one third of people said they were struggling with working remotely.

In this blog post I am focusing on changing your relationship with your boss so that it benefits you and improves your overall attitude towards work. We’ll look at an example and I’ll share with you my process for improving communication with your boss.

As we start emerging from lockdown and navigating the reality of what work will look like after Covid-19, it’s essential that we don’t try and “get back to normal”.

In this blog I focus on the source question that started our reasearch on Emotional Salary, what misconceptions exist around the term and why measuring the emotional benefits we get from working is key to in the way we view work today.

What we know for sure Within the Emotional Salary Barometer team, we know that each of us is responsible for our own Emotional Salary.

In this blog we’ll look at what senior business leaders consider to be the “skills gap” we need to plug in order to overcome the challenges we are facing from the current situation and the future of work, and what this might mean for business results.

What happens in times of crisis? Emotional Salary, the emotional benefits we get from working, plays a huge role in helping us get through crisis situations – both on an individual and organisational level.

Note: We haven’t included in this article our thoughts on workers who provide essential goods and services who are continuing to work outside their homes in the current environment, albeit in many cases under significantly more pressure and risk than usual.

In this blog, we want to write about the topic of self-awareness because of it’s strong importance in the success of everything. That might sound like a very broad claim to say that something can be responsible for the success of everything, but hear us out.

We often think of ourselves as being either a very creative person or not at all. We rarely see the grey area that exists between both.

Emotional Salary is a concept that arouses strong interest and the majority of leaders agree that it is important for organisational success. More and more the concept is becoming part of our language and discussions about our work and professional wellbeing.

Every year during the month of January, we are usually bombarded with new year resolutions and plans. One of the main questions that people seem to ask is based around how to find our purpose.

We are in the midst of a fascinating time for HR, People and Learning Teams. Work as we know it is changing, both on an organisational and individual level. The role and function of organisations as employers is evolving.

It is not uncommon for employees to refuse their holiday days in fear of a massive build-up of unmanageable work while they’re gone. Many don’t feel that holidays are worth the amount of work they have to catch-up on when they’re back.