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.

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.

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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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.

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.