Emotional salary, another way of rewarding employees

Have you heard the term “emotional salary”? In the world of work, more and more companies are opting for this other form of payment to their collaborators, since it refers to non-monetary compensation, such as flexible hours and permits to attend to personal matters, said the researcher from the Faculty of Psychology of the National Autonomous University of Mexico (UNAM), Erika Villavicencio Ayub.

Thus, the organizations that have implemented programs for labor well-being are the ones that, even in the context of the health crisis, managed to increase their sales and production rates, while at the same time satisfying and reducing incidents among their collaborators.

The objective is to create an environment of comfort by accompanying the different stages and needs of the personal and professional life of the workers, he explained, with which they could commit to their work and stay longer in the organization.

“Sometimes leaders bring a negative style, so it is necessary to sensitize them so that they try to transmit better strategies to collaborators, with which they can overcome different crises together and generate an optimal work culture so that everyone feels motivated and build better relationships.

He added that there are transnational organizations that have included the emotional salary for more than two decades and have documented high rates of job satisfaction.

Applying this practice in Mexico would be of great benefit to companies because it is not yet ingrained, with which they would achieve greater productivity, in a current environment in which many companies report indicators of job dissatisfaction among their collaborators, which even forces them to look for a job that allows them to deal with personal matters.

Mexico is the most stressed country

Since before the pandemic, Mexico was already considered by the World Health Organization (WHO) as the most stressed country in the world, but the pandemic aggravated the situation, he said, because two out of four Mexican workers have had symptoms. related to a mental disorder.

After conducting a study, with which she measured the impact of COVID-19 on employees between 2020 and 2021, Erika Villavicencio found that practically half of employees in the country face a difficult situation due to work or post-traumatic stress, depression and anxiety .

In this sense, he referred that in 2018 the Official Mexican Standard 035 "Psychosocial risk factors at work identification, analysis and prevention" was created, to strengthen the care of working conditions.

With this regulation, he concluded, strategies can be implemented within companies to identify areas that require improvement, for example, communication, working hours or labor benefits, because looking at good practices will always lead to significant learning, he said.

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