Emotional salary: what makes you stay... and shine

Emotional salary: what makes you stay... and shine

«When people are emotionally invested, they want to contribute.»  Simon Sinek

I started my career in human resources over 30 years ago. Back then, we mostly talked about salaries, benefits, and career plans. But today? We talk about purpose, recognition, autonomy, connection. In a word: commitment.

And it cannot be bought.

But what exactly is “engagement”?

It's not just “being satisfied” or “not complaining.”.

An employee can be perfectly happy with their job, their salary, their comfort... without ever stepping outside the strict confines of their job description. Real engagement, however, goes far beyond that.

It's that little spark that pushes someone to propose an innovative idea, to reach out to a colleague, to strive to do better, not because they're asked to, but because He or she believes it. Because he or she is part of it of the collective project.

And let's be honest: right now, that flame is flickering.

Some figures?
According to the Gallup Barometer 2025, only 8 % French employees say fully committed in their work. In parallel, the turnover reached 15 % in 2023, with peaks at over 20 % in some sectors. In other words, people stay... but not necessarily for the right reasons. And many leave, tired, worn out, disengaged.

Why is engagement strategic?

Because engaged employees:

• are more productive, more autonomous, more reliable.
• are more creative, as they dare in a trusted environment.
• stay longer, reduce recruitment costs, embody company memory.
• attract others, because they become your best ambassadors.
  

This is called the’halo effectCommitment is contagious. It spreads. It radiates. But be careful, the opposite is also true: a demotivated employee can bring down an entire team.

So, how do you rekindle the flame? And how do you keep it going?

Commitment isn't paid for, it's cultivated

It is often believed that it is a question of remuneration. But the salary is only a hygiene factor (Thank you Herzberg!). It avoids frustration, yes. But it doesn't generate no desire, no momentum.

What makes the difference, it's the motivational factorsrecognition, autonomy, progression, quality of relationships, a sense of being useful.

We are talking more and more about Emotional salary – like in this article from Courrier Cadresa set of invisible but decisive elements that build a relationship of trust and engagement.

And you know what? These are the elements that make you stay. And shine.

A little theory to illuminate the practice:

• Herzberg distinguishes between hygiene factors (salary, conditions) and motivational factors (recognition, progression, autonomy).
  
• Deci & Ryan show that sustainable engagement rests on 3 pillars: autonomy, Skill and social link.
  
• And neuroscience reminds us that we are, above all, emotional beings.
  

What truly drives us, it's not what we earn. It's what we Share. What is to feel. What is becomes in contact with others.

How do you concretely engage your teams?

Here The 3 Keys to the Laughing Willow:

1. Leadership, the number 1 pillar

It all starts with leaders. And I'm not just talking about managers.

I am talking about Role models. Those who inspire, who show the way, who transmit energy and vision.
An inspired leader is a catalyst. They empower. They foster growth. They engage, without even needing to convince.

Train your leaders. Offer them coaching. Help them become inspiring.

2. The power of the collective: peer support and co-development

Management. team.

The formats of co-development, for example, allow us to form strong connections, find concrete solutions to real-world challenges together, and feel supported, heard, and recognised.

Offer your colleagues spaces to grow together. And you'll see how much that changes everything.

3. Small steps lead to great cultures

ne se décrète pas. Il se mérite. cultivate daily, through simple, visible and consistent actions.

• Recognise efforts (even small ones).
  
• Please provide constructive feedback.
  
• Celebrate achievements.
  
• Align your actions with your values.
  
• Offer moments of respite, conviviality, and sharing.
  
• And above all: Ask the question to your teams.
  “How do you feel here?”
  “What makes you want to get up in the morning?”

Engagement can be measured. And it can be worked on.

If you were to ask your teams: Do you feel engaged in your work?, what would they answer?

Even better: how many would answer “yes” with conviction? More than 8 %?

If you have any doubt, it might be time to act 🙂