Dare to be emotional

Emotions as the key to authenticity

Hiding emotions is a widespread practice in the professional environment, in interpersonal relationships or in social situations. Emotions are suppressed in order to protect oneself from possible injury or negative judgment. As a sign of professionalism and sovereignty, emotions are still often expected to be controlled in a professional environment. Balancing control and emotional closeness is the true sign of sovereignty.

Psychological contract as a means to combat skills shortage

Experience has shown that the psychological contract has a stronger bond than any legal document, as it is based on intrinsic 'trigger points'. These elements are our drivers, characteristics and explain our deeply rooted 'why'.

Every employment relationship is based on a legal employment contract and a personal agreement based on specific factors. Depending on the personality of the employee, the focus is on calculation, emotion or growth orientation. Three sub-factors are assigned to each of the three main factors.

A natural prerequisite for successful cooperation is compliance with the framework conditions, such as working hours, remuneration, commitments to further development, the range of tasks and performance-related expectations.

Emotions as a natural magnet

What role does emotional orientation with the sub-factors of working atmosphere, loyalty & trust and identification with the employer play in the collaboration?

We cannot not feel, as every action automatically brings with it a reaction. The feeling of this reaction is individual and cannot be assessed across the board. It depends on a person's stage of development: Children feel differently to adults. Adults develop ambition at work or in sport in order to gain recognition and pride. People feel in order to understand what they are experiencing.

The working atmosphere in a company is characterized by both negative and positive feelings, which has a direct impact on the productivity of a company. If employees are preoccupied with predominant feelings such as anger, hatred, resentment, jealousy, etc., their attitude to work is correspondingly negative and should be eliminated. If positive feelings such as joy, gratitude, pleasure and satisfaction are at the forefront of everyday working life, it is easier to make a positive contribution to the company's profits.

Successful team dynamics through emotional intelligence

Familiarity arises when we encourage employees to leave their comfort zone in order to make feelings visible. This strengthens the sense of togetherness within an organization and increases productivity and employee loyalty.

In order to make your feelings visible, trust in your counterpart is of great relevance. Once this basis has been created, the focus is shifted to interpersonal relationships, which has a positive influence on cooperation in teams. This has a direct influence on loyalty to the team, as people identify with their allies.

As a consequence of demographic change, there are fewer employees available on the labor market. In addition, Generation Z is focusing on a sense of purpose and life balance. Employers are faced with the challenge of attracting people to their company who are happy to remain loyal to them in order to achieve corporate goals together.

Superglue emotional communication

Communication creates an opportunity to convey emotions, as the other person is taken on an emotional journey. By actively listening and questioning, the message can be correctly understood by the recipient and analyzed as a result. Communication is always emotional.

Lived emotions are the basis for an authentic working atmosphere. A shared basic understanding of value-based cooperation creates reliability and security thanks to guidelines. Customers perceive the emotional form of cooperation as a seal of quality.

Trust is a cornerstone of an entrepreneurial understanding of values and thus the sustainable foundation for compliance with the legal and psychological contract. The corporate culture is anchored here and clarifies the way we interact within the company.

If the factors of the psychological contract are adhered to, expectations are also fulfilled. Employees can and want to identify themselves, as it gives them security and stability.

Conclusion: Emotional intelligence (EQ) is necessary for interpersonal relationships. EQ promotes sustainable team building, which leads to long-term relationships within organizations. In hybrid working, it requires increased exchange on an emotional level, as the perception of non-verbal signals is important in order to find common ground. Compassion emphasizes togetherness and differentiates us from technology, engineering and research. People should always remain aware of their ability to feel in order to master change, be productive and remain in balance.