Who works with Human Resources (HR) knows that mental health is a very important issue. Companies all over the world are looking for management tools to move the so-called Emotional Revolution and preserve their workforces.
In a nutshell, Emotional Revolution in companies is a business model that reinvents the relationship between employer and employee, by considering physical and emotional well-being.
If you want to know more about organizational motivation, we recommend reading this material special here.
In this article, we will talk about the implementation of the Emotional Revolution in companies and the role of the HR sector in the process.
So, keep following the post and understand its impact on motivation employees. Good reading!
What does well-being in the workplace mean?
When we talk about welfare, we are saying that there is a balance between physical and emotional health. This ensures the development of general activities in a pleasant way, without wearing out the body and mind in the process.
Bringing the concept to the work environment, this balance must consider the performance of all operations and professional processes to ensure the quality of life of workers.
Following a simple logic, its offer is essential because in addition to allowing the workforce to be fully happy, its lack can encourage the occurrence of:
- mood swings;
- general discontent;
- loss of interest;
- emotional suffering;
- excessive crying;
According to data from a search Ministry of Health, several work-related situations can end up acting as a trigger for the development of serious mental disorders, such as depression, panic syndrome, anxiety, among others.
Therefore, well-being has become one of the main investment topics of the HR department, which has been structuring an Emotional Revolution in companies.
What is the Emotional Revolution in companies?
Work is an important part of people’s lives, which provides a sense of purpose and identity, and all relationships experienced in this environment impact their satisfaction.
It is a fact that these relationships are changing, before the focus was strictly economic and now we are talking about psychological security at the same time as indicators performance are analyzed.
In other words, interpersonal relationships, sharing of organizational values, ideological compatibility, benefits, among other things, have become great influencers for well-being in the professional environment.
The Emotional Revolution in companies is an initiative that seeks to ensure that these factors are respected.
Led by HR, the model seeks to validate the cognitive and subjective aspects of each employee, both on and off-hours, ensuring their full emotional skills.
This, evidently aiming to boost their motivation, interest, commitment, satisfaction, engagement, happiness, income, productivity, and so on.
What is the impact of the Emotional Revolution on companies?
Traditionally, the Desktop it is guided by the “head” and not by the “heart”. That is, the rational qualities are prioritized before the emotional ones; the virtues of being, thinking and feeling are omitted in favor of doing. Therefore, work is perhaps one of the worst offenders of emotions.
The Emotional Revolution in companies emerged, precisely, as an opposition to the repercussion of centuries of neglect of intimate thoughts and feelings. It is a working model that strengthens the shift from “what makes sense” to “what feels right”.
Faced with the challenges of the capitalist world, companies are investing more and more in this revolution to preserve their competitiveness in the market.
Managers are recognizing the importance of psychology and are applying their knowledge to improve the well-being of their employees and, consequently, their results.
In addition, leaders themselves need to be prepared to face the challenges of the market, which has been demanding better communication skills, listening skills, conflicts, subjective influence, temperamental control, stress and pressure management, behavioral direction, and so on.
In other words, the Emotional Revolution in companies can develop or reinforce feelings such as empathy, sensitivity, good humor, conscience, humility, flexibility, ethics, solidarity, and strengthen leaders.
How did the pandemic accelerate the Emotional Revolution in companies?
With the arrival of the new coronavirus pandemic (COVID-19), the issue of mental health has gained more visibility in the professional scenario.
The need to maintain social distance, as a security alternative to prevent the spread of the disease, has led organizations to adopt remote work.
The corporate world started to operate in the home office and the forced isolation brought to light the need to review the offer of benefits, care and the real demands of its workforce.
Faced with an uncertain, worrying and frightening scenario, in which the economy is in crisis, mass dismissal becomes a possibility, the emotional state is certainly affected.
Depression and anxiety, which were already quite common mental disorders in the pre-COVID-19 reality, were intensified by this process.
For this reason, organizations needed, more than ever, to adopt measures and extend special care that preserved the mental health of their professional team.
The Human Resources departments strengthen the structuring of an Emotional Revolution in companies, reinforcing the importance of this zeal and ensuring the commercial subsistence of the business. Next, we will explore, in detail, the role of HR in this process.
What is the role of HR in the Emotional Revolution in companies?
Now that you have understood what this Emotional Revolution is in companies and what its impact on the business is, now see how HR acts in its implementation.
Roughly speaking, there are four fundamental fronts that the department explores together with the leaders, when starting the Emotional Revolution in companies, check it out.
The first fundamental front explored by HR to implement an Emotional Revolution in companies is communication.
It is essential to know how to communicate with quality, using the knowledge of the emotional intelligence style=”font-weight: 400;”> to create efficient links with employees.
That is, in addition to passing on the message, the leader must adopt good communication to develop an appropriate relationship with his employee. And so, allow that relationship to be pleasant, harmonious, honest.
It is worth noting that now in the digital environment, the quality of this interaction becomes even more important because any placement is subject to misinterpretation.
The Emotional Revolution in companies requires an active listening channel, in which the workforce can freely express their opinions, complaints, suggestions; explain your circumstances in the face of specific situations, without fear; present your voice in the organization.
And so, leaders can understand the positioning of employees to outline measures for strategic correction or preservation.
HR must then structure a safe channel for this type of interaction, prepare leaders for this feedback, guide their posture in the face of unpredictable situations, and so on.
This is perhaps the most challenging fundamental front used in the implementation of the Emotional Revolution in companies: the promotion of trust. This is because it is a fluid feeling, which will require time and consistency.
There is no way to stimulate mental health if there is no trust between the parties, so HR must structure strategies that promote this feeling.
The focus should be on reinventing the organizational relationship, allowing for a more expressive degree of intimacy, more transparency in operations, more security when passing and receiving information, and so on.
4. Alignment of expectations
Finally, the fourth fundamental front used by HR is the alignment of expectations. As uncertainty promotes anxiety, the Emotional Revolution in companies must avoid this possibility.
For this, the leaders must align the expectations of their teams at the beginning of any activity or at the end of any decisive meeting.
In addition, it is always important to define who is responsible, what are the deadlines, what are the goals, what are the indicators, among others.
Having the information clarified and clearly exposed, friction can be avoided due to misunderstandings and the results can be more assertive.
What are the losses of not starting an Emotional Revolution in companies?
As we have seen so far, mental health care and well-being in the workplace can revolutionize the operational and behavioral quality of a business. But what are the harms of neglecting these needs? Check out the main ones below.
Bad organizational climate
A work environment with a temperamental leader, who has an explosive and unreasonable behavior, can compromise the entire organizational climate of the company.
Thus impairing the progress of processes, the achievement of specific goals and the quality of life at work.
Work team not in tune
As we said earlier, the Emotional Revolution in companies allows you to develop skills such as empathy, trust, efficient communication and alignment of expectations.
Therefore, its lack is also directly linked to these qualities, making the relationship between professionals more complex.
Failure to implement this care means that the company and its employees are not in tune, resulting in less relevant work.
Making decisions difficult
Another significant loss is the difficulty in making decisions. The basis of a manager’s job is to make important decisions, throughout the day, and the Emotional Revolution in companies gives more safety for these activities.
That’s because with an inconsistent emotional state, the likelihood of him making bad and hasty choices is more significant.
In short, having a leadership that engages the work team is a reflection of the emotional care applied in the daily life of the company.
The Emotional Revolution in companies is therefore an essential initiative, which your HR must pay attention to, even more considering the current scenario brought by pandemic of the new coronavirus.
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