How to reward employees with an emotional salary?

 

The concept of emotional salary emerged a few years ago as an addition to the retributive salary that we already know, which consists of giving compensations to the workers that are not monetary. Thus, with the emotional salary, the company helps to cover the personal, family, and professional needs of its staff to promote their life quality and benefit their development.

 

At first, the emotional salary was seen as a utopian model that was difficult to implement, as most big companies were implementing it. Over time, and especially the shock caused by the pandemic, the idea of implementing initiatives and policies that aim to listen and have motivated employees has been expanding to all types of companies, adapting to each one’s needs.

 

The idea of ​​applying this type of benefit, which goes beyond the economic profits, aims to improve the workers’ quality of life. At the same time, the employer enhances their professional development while decreasing the bounce rate. The goal is to have satisfied employees who, in turn, feel more motivated when working.

 

There are companies and human resources departments that have been applying these additional benefits for years, although the concept is relatively new.

 

 

Some examples of emotional salary:

 

• Professional training: provide courses, information, or events to your team so that they continue to improve as professionals.
• Working from home: with the lockdown, companies had to trust their workers to keep on working from home. Since then, the possibility of flexibility to work from anywhere is quite common.
• Flexible schedule: it is about not having strict entry and exit hours. Workers schedule their working times as long as they reach the specified hours or objectives at the end of the week.
• Recognition and communication: everyone appreciates feeling valued. It is important to congratulate, listen and let employees participate in decision-making whenever possible.
• Childcare service: facilitate the conciliation of parental and work duties.
• Pleasant work areas: provide a good work environment, which can be with plants or decoration and a break-room.
• Internal promotion: demonstrate to the employees how their efforts will be rewarded through real growth opportunities within the company.
• Social benefits: other actions such as gym discounts, insurance, the organization of team building activities, among many other ideas.

 

 

Therefore, we see that there is no unique and universal way to apply the emotional salary, but rather it is about analyzing the situation and knowing what the company can offer to its employees that motivates them.