What emotional wages mean and how important they are

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What emotional wages mean and how important they are

Table of Contents

Salary or remuneration? This is an increasingly common discussion in the corporate routine, which has gained an even more important degree with the arrival of the idea of ​​a salary focused on satisfaction.

Even so, we have to ask: do you know what it means emotional salary?

The concept goes beyond the remuneration the employee receives in his bank account. It has everything to do with your satisfaction and welfare in working at the company, promoting psychological indexes, above all, and not the materials provided by a high salary.

In order for you to better understand this idea, for this article we will cover the following subjects:

  • What does emotional salary mean ?;
  • What is the importance of emotional wages ?;
  • What is the impact of this for employees ?;
  • What are the best examples of emotional wages ?;
  • What precautions should be taken when considering emotional wages ?;
  • How to implement the emotional salary ?;
  • What is the value of organizational culture in the implementation of emotional wages?

So come on? Follow this reading and understand how this concept can bring positive results for the entire organization!

What does emotional salary mean?

There are many important elements in the salary for the UK residents, and job satisfaction is among them. I.e: remuneration above what is practiced in the market is not enough, it is necessary to feel good in the work environment too.

Hence, the idea of ​​emotional wages as a catalyst to concentrate all these aspects. In addition to salary, the concept addresses all the positive and non-material things that influence the professional routine.

It is a new way of looking at labor relations, since this thinking is a way for the company to invest more in its human capital – and thinking beyond the figures of a good payment.

See too: what is the difference between salary and remuneration?

What is the importance of emotional wages?

Nowadays, newer generations they don't just live to work. This life model has been more balanced in a routine of satisfaction (personal and professional) and achievements. There are several examples of people who left their management positions and high salaries to have a better quality of life at the place.

For companies, the opportunity to attract and retain talent has to go through knowledge of how to implement emotional wages. Without this, it is unlikely that this younger profile will identify with the company's identity and build a prosperous and lasting relationship.

Experts even point out that the monetary wage still matters. It is the basis for many professional decisions about whether or not to accept a job opportunity. But it is a fragile structure if it is not accompanied by benefits and emotional elements to build and sustain employee satisfaction.

It is even worth pointing out something obvious: none of the examples of emotional wages (which we will talk about later) compensate for a low remuneration. These are elements that add up, and are not seen individually.

It makes sense, even, when we think of the weight that corporate routine has on our lives. In general, we spend about a third of it devoting ourselves to work. Why not, then, combine the economic part with the possibilities of motivating yourself in this process?

What is the impact of this for employees?

For companies, it may have become clear that the greater the employee's satisfaction, the better their performance and performance, contributing to the organization's growth as well.

Even if you doubt the positive impacts of this type of investment and strategy, save it for later reading our article that presents six companies that invest in employee motivation!

Happy professionals are more productive and the entire organizational climate is in harmony. It is a gain in multiple proportions for everyone.

Now, specifically speaking of this benefit for employees, the rewards also accumulate in a diversified way, just take a look:

  • Improvement in collective well-being;
  • More health, through collective actions that can inspire and encourage employees to adopt healthier habits;
  • Optimized time management, because the best working conditions make the focus and concentration greater;
  • Interpersonal relationships are enriched, too, since there is a balance between expectations and the answer given by the company;
  • More discipline and education, translating into the effort of employees to want to be there and constantly developing together with the organization;
  • Improvement in living standards. Something that is not restricted, exclusively, to remuneration, but to the way in which individuals come to view life as a whole.

If there are so many factors worth mentioning, now it is worth understanding what are some examples of emotional wages, do you agree? Just follow us to the next topic!

What are the best examples of emotional wages?

By now, you may have realized that many of the current corporate benefits designed for well-being and quality of life make up the whole of a good emotional wage, right?

So, take a look at the aspects that we separate and we consider fundamental for your management to invest and reap fruitful growth results for the company, such as:

As a result of these benefits, rewards and strategies focused on motivating professionals, the organizational climate remains constantly evolving. After all, a purposeful and stimulating environment is a healthy place, above all.

AND it attracts people, makes them want to be there and, finally, they want to actively contribute to the next chapters of the organization's development.

No wonder, the concept of emotional wages should be seen as an investment, yes, but whose results have been proven since the idea of ​​people management gained momentum among HR specialists, decades ago.

What precautions should be taken when considering emotional wages?

Although there are relevant positive aspects in knowing how to implement emotional wages, it is also important to recognize the strategic appeal of the issue.

In other words: a leisure room, with a pool table and video game, is not enough, if the environment is toxic and the pressure for results is above any limit.

For this reason, it is important to start planning by balancing financial remuneration and actions focused on the degree of employee satisfaction. Furthermore, the idea of ​​emotional wages should not be the crutch of employee motivation, but just a tool.

This means that, instead of thinking randomly about solutions, consider the profile of your employees. A daycare assistance is of no use if the workforce has very few people who will take advantage of the benefit.

Therefore, every action must be aligned with the organizational culture. You have to add value, not just numbers or adjectives that look great in the description of a job vacancy, but that have no real use in the company's day-to-day activities.

How to implement emotional salary?

Management and the HR sector have to be aligned and in constant dialogue with employees to understand how emotional wages can positively enter the company's routine.

Then, the management of the process will go through each manager, on a day-to-day basis, in order to align any pending issues with the employees and evaluate feedbacks of the adopted strategies.

Even so, there is a basic script that can be followed for those who have been wondering how to implement emotional wages. Check out our tips, right away!

Build engaged leadership

There is no point in the company's culture being focused on employee motivation if management does not serve as an element of inspiration and affirmation of these values.

So start by training leaders to absorb the concept of emotional wages and really believe in the impact of the strategy. Thus, the measures adopted will occur more naturally and efficiently for all involved.

Offer opportunities for everyone

Do not do this type of strategy if the solutions will benefit only a few people. Actions have to raise everyone's satisfaction, otherwise, what's the point in that?

Integrate departments

To add greater value to the organizational climate, your teams have to be integrated. Through this there is more empathy and an enrichment in interpersonal relationships.

In addition, through common objectives between departments, it is possible to build a stronger and more united company. After all, if the reward is the same for everyone, the collective effort is the great asset for your company to differentiate itself from the competitors and, also, to grow in a sustainable and harmonious way for everyone.

Analyze the profile of employees

We have already talked about the subject, but it is worth reinforcing: the analysis of the average profile of its employees is directly related to the solutions adopted for emotional wages.

Create a training culture

It is also important that the company has a culture of performance evaluations, feedback and also training. This type of solution not only develops all of them simultaneously, but can also be designed to meet the specific demands of the company.

The more qualified your employees are, the better for the development of your brand and also for their personal and professional growth.


The simplest answer to this question is: every possible value. After all, are the institutional pillars that will guide the company with respect to the solutions adopted, and also so that these same measures have to do with the profile of employees.

The tone adopted for this must also be transparent, objective and in line with the brand values. Otherwise, they sound artificial and inefficient to last on a daily basis (it is the example of the leisure room if there is no time to use it, for example).

So, emotional wages must always be aligned with the values ​​of the company and employees, and can be seen as a motivational factor, and an investment that will yield results in the short, medium and long term.

Did you have any doubts about the emotional salary? Share with us by commenting on this post! Enjoy and follow HR Consultant UKy's social networks: Facebook, Instagram, Twitter and LinkedIn.



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