The value that employees place on economic renumeration has been the subject of multiple
discussions, sometimes placing wages as the determining element towards an employee’s willful
permanence in an organization.
In this matter I argue that the wage received is a very short-term benefit. Although it is clear that we
work because we need to receive income and that compensation must be to provided in exchange
for our time and effort, we also recognize that money is not always the only resource that can
motivate and retain the best employees.
Today’s employees, whether millennials or not, value non-economic working conditions that
contribute to the improvement of their quality of life,, which aim to satisfy personal, professional,
and family needs.
This reflection brings us to the concept of Emotional Salary, which contemplates “all those non-
monetary reasons why people work happily, which is a key element for people to feel at ease,
engaged and well aligned in their respective jobs” (Temple, 2007). On the other hand, emotional pay
means giving “the opportunity for people of all levels to feel inspired, heard, considered and valued
as part of teams; of which they are proud to belong, grow, develop and become increasingly
employable” (Temple, 2007).
This type of remuneration can act as a “motivating element” for employees and thus improve the
opinion that employees have of the organization. Therefore, it is not a question of receiving more
money, but of receiving benefits that the worker understands as more valuable benefits than an
increase in pay.
These benefits that make up emotional pay include:
good working environment
growth opportunities within the organization
personal and professional development
company culture and values aligned with those of the collaborator
compatibility of work and family life
flexible schedules
recreation and recreation activities.
Through the design of Human Management policies that include emotional retribution,
organizations could control staff turnover, reduce staff selection and training costs, lower
absenteeism levels, and obtain satisfied employees who increase the productivity and
competitiveness rate.
The competition can offer a pay increase, but the emotional salary is the one that makes the
difference and leads us to have collaborators loyal to the organization. One of the great challenges