Choose Corporate Emotional Responsibility

Corporate emotional responsibility is a company’s commitment to the emotional well-being of its employees.

You will tell me, what a truism: “all companies want their employees to be well.”

TRUE.

But some want it and stay just that, wanting, and others make it effective.

This difference between wanting and taking action is what marks the results of some companies and others.

Does “Works are loves and not good reasons” sound familiar to you?

WELL THAT.

That the difference makes some companies good and others, not so much.

So in the end, like many things in life, this is a choice: your choice.

Do you want to take care of your employees, but really in a good way, or not?

Well, make your company start exercising its corporate emotional responsibility.

The benefits  of Corporate Emotional Responsibility.

Luckily, more and more managers are choosing well: they take care of their teams and increasingly realize the importance of providing support to their employees.

I tell you a secret?

They are delighted with their choice, because they have discovered that by constantly exercising this corporate emotional responsibility they achieve greater commitment, better customer service and greater efficiency in their companies.

Taking care of the well-being of employees has a positive impact not only on them, but also on the productivity, profitability and sustainability of organizations.

And there are studies that are constantly dedicated to proving it (if you want to know this topic in depth, you have my contact below).

Additionally, companies that care about employee well-being are more likely to retain top talent and attract new ones.

Because where would you choose to work first: in a company that exercises its Corporate Emotional Responsibility or in one that does not?

We both know which option we would choose.

In fact, for your information: a recent study states that 9 out of 10 workers currently consider mental health as one of their concerns in their work life.

This is a cry: employees want to feel like they are valued and appreciated, not just paid.

Because this is not just about what we hear so much about now, the emotional salary.

To give you your birthday off, to let you bring your dog to the office or to give you a foosball table or a coffee maker.

Money does not buy happiness, the emotional well-being of your employees does.

And I add:

Money alone does not motivate (read one of my first articles:  When salary does not motivate ).

That is why you must analyze how you perceive the people in your business.

They are not employees or resources.

They are persons.

So I insist, choose, do you really want to take care of “your people”?

Well, keep reading…

How to implement corporate emotional responsibility in my company?

This is simple, don’t think it’s impossible.

It is about addressing the emotional needs of employees and providing them with appropriate support.

As?

Providing them with assistance programs that help them overcome any difficulties they may be facing.

For example, good corporate emotional responsibility practices could include:

• Provide them with a confidential hotlineso they can talk to someone when they feel they need help. And here the key word is confidential, so I want to emphasize it well: it has to be someone external to the company. 
• Provide them with free access to a professional coaching servicethat provides them with tools that allow them to face the challenges of every day.
• Accompany them in their growth and development with a specialized mentoring service, of course, also free for them.
• Periodically carry out work environment surveysand analyze them. They will provide you with a lot of information with which you will be able to do many good things. And yes, they must be carried out by an external professional and again, confidentially.
• Establish objectives (I know you are great at that), but this time not sales ones, but qualitative ones, that help improve the work environment that you have measured. And before you ask me: yes, qualitative objectives must also be measured and of course, rewarded.

In short, a company that takes care of its corporate emotional responsibility tries to create an environment in which employees can grow and evolve, but in a healthy and balanced way.

The good intentions

They say that hell is full of good intentions, that’s why there need to be rules.

What do I mean?

Because companies are RESPONSIBLE for the emotional health of their employees.

Why the capital letters?

Because, although I said that having a company that exercises its Corporate Emotional Responsibility is a choice, in case you don’t know, there is also a legal obligation .

That is, companies are responsible for the emotional health of their employees by law.

It is mandatory that they take care of and implement tools that guarantee their emotional well-being.

Yes, and I’m not saying it, the Labor and Social Security Inspection says it (you can consult it   here  to have all the details).

So where is the choice?

In that you can convince yourself that you comply with your legal obligation with a simple mention of psychosocial risks in the Prevention Manual prepared by the Mutual Insurance Company on duty.

Or you can, really and truly, exercise your Corporate Emotional Responsibility.

Up to you.

Let’s make a not-so-ideal world an acceptable world.

In an ideal world this should not have to be mandatory.

But we don’t live in an ideal world, we live in this one.

And in it there are people who have a bad time, who suffer.

There are also people who feel trapped, who want to grow and who only encounter obstacles.

And there are people who work in toxic environments where it is impossible to breathe.

That is why we need to give these people an injection of O ²  into a vein, addressing their emotional needs and offering them the appropriate support to achieve their goals.

Companies must provide them with the tools and resources to help them achieve them and allow them to maintain an emotionally healthy lifestyle.

After everything I have told you, have you already made your choice?

If you haven’t done it yet, don’t delay, maybe people in your company need it and you don’t know it.

If you have decided yes, contact me.