We spend a good chunk of our lives at work. So it’s only fair to expect our career to fulfill some of our emotional needs. Having those needs met at work has a direct impact on job satisfaction, says Rachel Eddins, career counselor, therapist and executive director at Eddins Counseling: “When we feel good internally about the place we work in, and the people we work with, we tend to stick around longer and look for ways in which we can grow within the company.”
Thankfully, management is catching up with the idea that emotions do belong in the workplace and that employee experience matters. “Effective management has moved beyond a transactional employee-boss relationship into one of genuine connection where leaders want the best for their team and focus on the whole person,” says certified executive coach Justin Patton. “A recent study from the Society of Human Resource Management identified that 84% of US workers say poorly trained managers create a lot of unnecessary work and stress. When leaders take a proactive approach to addressing the emotional needs of their team, they help reduce that stress and the unnecessary outcomes that follow.”
So, does that mean that leaders are responsible for meeting your emotional needs at work? Up to a certain point, as different factors affect whether you can get your needs met as an individual within a larger system. However, great leaders and companies do recognize the importance of creating an environment where people can thrive. “It’s important to understand that every person has a role in fulfilling emotional needs. It is not only the organization’s or individual’s responsibility, but organizations can lead the way,” says Patton.
To help you wrap your head around what kind of expectations are fair to have, here are five emotional needs that your job can – and should – fulfill.
1. Recognition
Think that getting a shout-out for successfully completing a project is unnecessary? Think again. “Being recognized for the work you do is one of the most important emotional needs you should be receiving from your job. We all want and need validation in order to feel as though we are doing our part,” says Eddins.
2. Autonomy
According to her, autonomy is also an emotional need that your job should meet. It’s why having a micromanaging boss can feel so draining. “Being independent at work is a skill that you acquire through a constant emphasis on autonomy and self-confidence in which you receive (or should be receiving) from your job. Autonomy is something that helps an employee to feel better about their role, and helps diminish issues such as imposter syndrome,” she adds.
3. Psychological safety
Psychological safety is essential. It means that you feel safe speaking up and being yourself at work without the fear of retaliation, judgment, criticism or humiliation. “Leaders create psychological safety by listening to understand versus trying to be right, managing their intensity, demonstrating empathy, and getting to know people outside of just the day-to-day work,” says Patton.
4. Flexibility
Flexibility is not a luxury – it’s a need that employers should prioritize. “Life is hard sometimes. People are trying to juggle their jobs while dealing with sick parents, raising kids, going to doctor’s appointments, and investing in themselves in their spare time. It’s a lot,” says Patton, who recalls coaching a manager who had not taken a day off in over 30 days.
“Organizations can’t emotionally bankrupt people and then expect them to show up their best. There is more to life than work, and the organizations worth your emotional investment will do what they can to provide you with the flexibility necessary,” he adds. “Flexibility doesn’t require you to give people a pass on the quality of their work. It just challenges you to rethink how the job gets done and how you can make it a win-win for employees and the organization.”
5. Creative expression
You may not work in a creative field, but the creative expression is nonetheless an important emotional need that can take different forms in your daily work, whether you come up with a unique solution to a problem, write compelling briefs, or create super useful spreadsheets. Ideally, you should find some form of creative fulfillment in your role.
“Being encouraged to be creative at work not only helps to foster a better business, but it also helps employees seek certain opportunities at work. You want to have creative employees because they are the ones who bring really good ideas to the table, and who want to grow within the company,” says Eddins.
In other words, everyone wins when creative expression is fostered across functions and teams.
