Emotional
salary
Octavius
Black
,
the
CEO
of
Mind
Gym
,
once
said
,
"
The
way
to
get
people
to
to
work
is
to
pay
them
a
salary
.
The
way
to
get
them
to
at
work
is
to
match
it
with
an
emotional
salary
in
five
denominations
:
purpose
,
appreciation
,
mastery
,
support
,
and
connection
.
"
So
,
what
is
this
emotional
salary
he
mentioned
all
about
?
Emotional
salary
is
not
about
money
as
such
,
but
refers
to
the
offered
by
companies
to
their
employees
to
improve
their
levels
of
job
satisfaction
without
this
actually
meaning
a
pay
increase
.
There
are
times
when
companies
can't
increase
their
employees'
salaries
,
but
want
to
compensate
them
for
their
hard
work
.
Instead
of
offering
them
a
pay
raise
,
a
company
may
offer
flexible
working
hours
,
a
gym
membership
,
private
health
insurance
,
or
out
of
the
office
meals
to
build
an
emotional
connection
with
employees
and
them
for
longer
.
In
our
ever
-
changing
world
,
a
decent
pay
package
no
longer
seems
to
be
enough
to
attract
or
keep
qualified
individuals
.
Research
shows
it
is
especially
true
for
millennials
.
Such
factors
as
location
,
social
benefits
,
and
flexible
hours
are
as
important
as
money
for
this
new
generation
of
professionals
.
In
fact
,
occasionally
they
are
even
more
important
than
money
itself
.
Emotional
salary
is
intended
to
boost
employee
engagement
,
which
in
turn
,
helps
keep
teams
sustainable
with
a
high
level
of
commitment
and
sense
of
belonging
.
This
type
of
bonding
makes
employees
more
likely
to
the
company
in
times
of
crisis
.
What
exactly
do
employees
most
want
from
work
?
First
comes
a
sense
of
purpose
.
Team
members
need
to
believe
their
work
makes
a
difference
,
if
not
to
the
whole
company
,
at
least
to
their
team
or
department
.
Who
doesn't
like
feeling
regardless
of
whether
it's
undeniably
true
or
not
?
Research
shows
such
sense
of
belonging
improves
employee
performance
significantly
.
Another
factor
is
feeling
appreciated
.
Giving
commendation
and
praise
most
likely
won't
make
your
employees
conceited
,
haughty
,
or
looking
down
on
others
;
but
will
definitely
keep
them
motivated
.
Room
for
development
constitutes
the
third
factor
.
Although
promoting
an
employee
is
not
always
an
option
,
it
is
usually
doable
to
provide
them
with
a
bit
of
freedom
to
perform
a
given
task
,
and
then
offer
feedback
to
help
them
grow
.
The
fourth
factor
is
related
to
proper
mentoring
.
For
example
,
a
manager
that
cares
and
is
there
to
guide
,
and
assist
when
needed
.
The
last
point
is
easy
and
true
for
all
:
working
with
likable
people
.
If
there's
an
emotional
or
cultural
terrorist
on
a
team
,
letting
them
go
may
improve
the
team's
performance
,
no
matter
how
good
the
individual's
results
are
.
Most
common
emotional
salaries
include
:
flexible
hours
,
remote
work
,
professional
development
opportunities
,
help
with
child
care
expenses
,
a
leisure
room
at
a
company
where
employees
can
relax
and
switch
off
,
social
benefits
such
as
restaurant
and
transportation
,
or
private
health
insurance
.
On
the
other
hand
,
what
companies
can
count
on
having
offered
an
emotional
salary
to
their
people
includes
better
results
,
greater
trust
,
sustainable
teams
on
projects
,
excellent
working
environment
,
physical
and
emotional
health
,
and
decreased
levels
of
stress
in
the
workplace
.
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did
you
do
?
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