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. In our Emotional Salary research, we have found that these emotions are linked to the lack of certain key factors in our work. Being aware of these emotions and their causes is the first step to addressing what we need to feel more fulfilled and motivated. Each emotion reflects a need. Often the uncomfortable emotions we experience at work point to unmet wants or needs. By understanding these needs, we can respond appropriately.
The Emotional Salary Barometer and its 10 factors provide a comprehensive framework for understanding what triggers these emotions and how we can improve our wellbeing.
What is Emotional Salary?
Emotional Salary refers to the non-financial benefits we receive from our work that directly influence how we feel on a day-to-day basis. While these benefits are not emotions per se, they trigger emotional responses that affect our behaviour and performance. When we miss out on certain Emotional Salary factors – important to our current personal situation – they manifest themselves in uncomfortable emotions. Emotions play a crucial role in our lives, influencing how we think, act and relate to others, especially at work, where we spend a large part of our adult lives.
How do emotions show up at work?
The emotions we experience at work can indicate deficits in our Emotional Salary. For example, if you feel frustrated or resigned, you may lack autonomy. If you feel lonely or disconnected, you may lack Belonging. Through our research, we have identified how these emotions are directly related to the 10 factors of the Emotional Salary Barometer.
Examples of emotions and how they relate to the 10 factors of the Emotional Salary Barometer:
- Autonomy: Feelings of resignation, discouragement or frustration may indicate a lack of freedom to make decisions or manage your own work. Consider what aspects of your role you could manage more independently.
- Belonging: Emotions such as pain, sadness, loneliness or disconnection may indicate that you feel isolated or unappreciated in your team. Strengthen working relationships by interacting more authentically with your colleagues.
- Creativity: Boredom or frustration is often linked to a lack of opportunities to innovate. Look for ways to bring creative solutions to your projects or tasks.
- Direction (Professional Vision): Distress, stress or anxiety may reflect a lack of clarity in your professional direction. Re-evaluate your long-term goals and discuss them with your manager.
- Enjoyment: Feelings of sadness, rejection or dislike may indicate a lack of satisfaction in daily tasks or work interactions. Identify what motivates you most and find ways to incorporate it into your work routine.
- Inspiration: If you feel disappointed or discouraged, there may be a lack of inspiration in your work environment. Look for projects or people that motivate you and connect you to a greater purpose.
- Mastery: Discomfort or a sense of routine may indicate a lack of opportunities to improve your skills. Ask for challenges that will allow you to grow professionally.
- Personal Growth: Uncertainty or invisibility may reflect a lack of opportunities to strengthen your personal positive attributes. Incorporate personal development activities into your role.
- Professional Growth: If you experience frustration or low professional self-esteem, you may not be progressing in your career. Look for opportunities for growth and recognition in your work environment.
- Purpose and Meaning: Feelings of apathy or boredom may indicate a disconnect from the deeper meaning of your work. Reflect on the impact of your work on your life and the lives of others.
How to take action:
The first step to improving your emotional salary is to identify the emotions you are experiencing. Once you know which factor is affecting your wellbeing, you can take concrete action, such as talking to your manager, adjusting the way you work or looking for projects that allow you to grow. A good exercise is to underline the emotions you are experiencing according to the examples above in order to identify the factor you need to act on.
The key role of leaders:
It is essential that leaders take the initiative to create spaces where these emotional conversations are possible. Fostering a culture of transparency and emotional support strengthens the bonds between team members and allows for the identification of areas for improvement that have a direct impact on motivation and performance. If you are in a leadership role, consider how you can incorporate these spaces for dialogue into your leadership and how your team can achieve tangible results as a result.
Conclusion:
Recognising the emotions we experience at work gives us a compass to improve our wellbeing at work. Through Emotional Salary, we can identify what we need to improve and how to do it. Uncomfortable emotions reflect our unmet needs, and understanding them allows us to respond to them. What emotions are you feeling at work today and what factors in the Emotional Salary might be influencing them?