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Emotions in the workplace: Insights from the Harvard Business Review


As businesses continue to adapt to evolving workplace dynamics — especially with the rise of remote and hybrid models — challenges around employee engagement, retention, and mental well-being have become increasingly prominent. Traditional systems of performance management often struggle to address these issues effectively, largely because they fail to account for the emotional landscape that exists in any work environment.


In a recent article in Harvard Business Review, Christina Bradley, Lindy Greer, and Jeffrey Sanchez-Burks highlight a critical insight: emotions are a core part of work, and leaders who ignore this reality do so at the cost of employee engagement and productivity. The article suggests that while many leaders remain uncomfortable with addressing emotions, doing so can significantly enhance workplace trust and performance.

 

The missing piece in Performance Management

For years, organisations have relied on performance appraisal systems that prioritise metrics and outcomes, often overlooking the emotional well-being of employees. Bradley, Greer, and Sanchez-Burks argue that this approach fails to produce the desired results because it neglects a key driver of performance: emotional engagement. Ignoring emotions in the workplace leads to disengagement, burnout, and ultimately, poor business outcomes.

The article encourages leaders to adopt a more holistic approach, where understanding and addressing emotions becomes part of regular managerial practice. When leaders foster an environment where emotions are acknowledged and managed effectively, they build trust, improve communication, and create a more motivated and connected workforce.


Fostering Emotional Intelligence

One of the central themes of the article is the need for leaders to develop emotional intelligence. Bradley and her co-authors emphasise that emotions can no longer be seen as separate from professional behaviour. Managers who recognise and respond appropriately to emotional signals from their teams are more likely to see higher levels of engagement and satisfaction.

Addressing emotions is particularly important in the current climate of increased remote work, where organisational distance can exacerbate feelings of isolation, stress, and anxiety. Leaders who take the time to check in on their employees' emotional well-being help mitigate these issues, fostering a more resilient and adaptable workforce.

 

Addressing mental health and workplace stress

The Harvard Business Review article also touches on the growing mental health challenges facing many employees today. These challenges have only intensified with the rise of remote work and the blurring of boundaries between personal and professional life. By recognising emotional distress early and offering support, leaders can play a pivotal role in maintaining both the mental health of their teams and the overall health of the organisation.

Bradley, Greer, and Sanchez-Burks provide valuable advice on how to approach emotionally charged situations in the workplace. Whether an employee feels frustrated, anxious, or disheartened, leaders who address these feelings with empathy and care can greatly enhance their team's morale and productivity.

 

Applying these insights

The core message of the Harvard Business Review article is clear: leaders must become more adept at managing emotions if they want to build stronger, more successful teams. Integrating emotional intelligence into daily management practices is no longer a luxury but a necessity for businesses that want to thrive in today’s complex work environments.

For organisations considering how to better support their employees, these insights offer a compelling case for rethinking performance management and leadership development strategies to include a greater focus on emotional well-being.

 

Source: Bradley, C., Greer, L., & Sanchez-Burks, J. (2023). "When Your Employee Feels Angry, Sad, or Dejected: The right—and wrong—ways to respond," Harvard Business Review.

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