Emotional pay: what makes people stay... and shine

Emotional pay: what makes people stay... and shine

"When people are emotionally invested, they want to contribute"  Simon Sinek

I began my career in human resources over 30 years ago. Back then, it was all about salaries, benefits and career paths. But today? We talk about meaning, recognition, autonomy and connection. In a word : commitment.

And it can't be bought.

But what exactly is "commitment"?

It's not just about "being satisfied" or "not complaining".

An employee can be perfectly happy with his job, his salary, his comfort... without ever leaving the strict confines of his job description. True commitment goes far beyond that.

It's that little spark that drives someone to come up with an innovative idea, to lend a hand to a colleague, to try to do better, not because they're asked to, but because they care. they believe. Because they feel a part of a collective project.

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

A few figures?
According to the Gallup 2025 barometer, only 8 % of French employees say fully committed in their work. At the same time, the turnover reached 15 % in 2023with peaks at over 20 % in certain 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 committed employees :

• are more productive,more autonomous, more reliable.
• are more creative,because they dare in an environment of trust.
• stay longer,They reduce recruitment costs and embody the company's corporate memory.
• attract others,because they become your best ambassadors.
  

This is what we call the"halo effect"Commitment is contagious. It spreads. It radiates. But the opposite is also true: a demotivated employee can bring down an entire team.

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

Commitment can't be paid for, it has to be cultivated

We often think it's a question of remuneration. But the salary is just a hygiene factor (thanks Herzberg!). It avoids frustration, yes. But it doesn't generate no desire, no momentum.

What makes the difference are motivators: recognition, autonomy, progress, quality of relationships and a feeling of being useful.

More and more people are talking about emotional wage - as in this article from Courrier Cadres: a set of invisible but decisive elements that build a relationship of trust and involvement.

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

A little theory to illuminate practice:

• Herzberg distinguishes between hygiene factors (salary, conditions) and motivation factors (recognition, development, autonomy).
  
• Deci & Ryan show that sustainable commitment rests on 3 pillars: autonomy, competence and social link.
  
• And neuroscience reminds us that we are, first and foremost, emotional beings.
  

What really drives us is not what we win. It's what we share. What we feels. What we becomes contact with others.

How do you get your teams involved?

Here are the 3 keys to Laughing Willow:

1. Leadership, pillar number 1

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

I'm talking about role models. Those who inspire, who show the way, who transmit energy and vision.
An inspired leader is a catalyst. It empowers. He makes people grow. He engages, 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

Engagement is not an HR issue. It's an team.

The formats of co-development, for example, enable us to forge powerful links, work together to find concrete solutions to real challenges in the field, and feel supported, listened to and recognized.

Offer your employees space to growing together. And you'll see how it changes everything.

3. Small steps make big crops

Commitment cannot be decreed. It is cultivates daily,through simple, visible and consistent actions.

• Acknowledge your efforts (however small).
  
• Give constructive feedback.
  
• Celebrate success.
  
• Align your actions with your values.
  
• Offer moments of breathing, conviviality and transmission.
  
• And above all: ask your question to your teams.
  "How do you feel here?"
  "What makes you want to get up in the morning?"

Commitment can be measured. And strengthened.

If you had to ask your teams this question : do you feel committed to your work?what would they say?

Better still: how many would answer "yes" with conviction? More than 8 %?

If you have any doubts, it may be time to act 🙂