In today’s tough economy, when resources and rewards are few, creating and maintaining positive emotions in the workplace (e.g. making workers feel valued and engaged) can be a valuable investment that an organization can make.
Shapiro (2009) maintains that this emotional investment improves relationships in the workplace and encourages satisfying, long-lasting agreements. When companies fail to foster these types of relationships, negative communications and conflicts arise.
Shapiro noted in his work with organization and government leaders that there are FIVE predictable core concerns:
- Appreciation: recognition of value
- Affiliation: emotional connection others
- Autonomy: freedom to feel, think, or decide
- Status: standing compared to others
- Role: job label & related activities
He said that once these concerns are appropriately and proactively addressed, companies “can steer a potentially negative conversation to a positive place” (Shapiro, 2009, p. 30).
Sound Bite: By promoting and modeling emotional well-being in your organization, you’ll get more value out of the good times and do a better job of overcoming the bad.
Shapiro, D. (2009). Why repressing emotions is bad for business. Harvard Business Review, 87(11), 30.