Dare to be bold, be emotional

Emotions as a key to authenticity

Hiding emotions is a widespread practice in the professional environment, in interpersonal relationships, or in social situations. Emotions are suppressed to protect oneself from potential hurt or negative judgments. In a professional setting, controlling emotions is still frequently expected as a sign of professionalism and poise. Balancing control with emotional closeness is the true mark of poise.

Psychological contract as a remedy for the shortage of skilled workers

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

Every employment relationship is based on a legal employment contract as well as a personal agreement based on specific factors. Depending on the employee's personality, their focus is on calculation, emotion, or growth orientation. Each of the three main factors is assigned three sub-factors.

A self-evident prerequisite for successful collaboration is compliance with basic conditions, such as working hours, remuneration, commitments regarding further development, the scope of tasks, and performance-related expectations.

Emotions as a natural magnet

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

We cannot not feel, as every action automatically brings a reaction with it. The perception of this reaction is individual and cannot be evaluated across the board. It depends on a person's stage of development: children feel differently than adults. Adults develop ambition in their profession or in sports to draw recognition and pride from it. People feel in order to understand what they are experiencing.

A company's working atmosphere is shaped by both negative and positive feelings, which has a direct impact on business productivity. If employees are preoccupied with predominant feelings such as anger, hatred, annoyance, jealousy, and the like, their attitude toward work is negatively burdened accordingly and should be cleared away. If positive feelings such as joy, gratitude, pleasure, and contentment are at the forefront of everyday work life, it is easier to make a positive contribution to corporate profit.

Successful team dynamics through emotional intelligence

Familiarity is created when we encourage employees to step out of their comfort zone to make feelings visible. This strengthens the sense of togetherness within an organization, increasing productivity and employee retention.

To make one's feelings visible, trust in the other person is of great relevance. Once this foundation is established, the focus is directed toward interpersonal relationships, which positively influences cooperation in teams. This has a direct impact on loyalty to the team, as people identify with their allies.

As a consequence of demographic change, fewer employees are available to the labor market. In addition, Generation Z focuses on purpose and work-life balance. Employers face the challenge of inspiring people for their company who will joyfully remain loyal, thereby jointly achieving corporate goals.

Superglue emotional communication

Communication creates an opportunity to convey emotions, as the counterpart is taken on an emotional journey. Through active listening and probing questions, the message can be correctly understood by the receiver and analyzed as a result. Communication is always emotional.

Emotions put into practice form the basis for an authentic working atmosphere. With a shared fundamental understanding of value-based cooperation, guidelines create reliability and security. Customers perceive this emotional form of collaboration as a seal of quality.

Trust is a cornerstone of corporate values and thus the sustainable foundation for compliance with both the legal and the psychological contract. Corporate culture is anchored here and illustrates how people interact within the company.

When the factors of the psychological contract are met, expectations are fulfilled as well. Employees can and want to identify with the company because 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 work settings, it requires increased exchange on an emotional level, as the perception of non-verbal signals is important to find common ground. Compassion underscores togetherness and differentiates us from technology, engineering, and research. People should always remain aware of their capacity to feel in order to master change, remain productive, and stay in balance.