Emotional Audit – 6 Tools for E.E.H.
A few days ago, I had a discussion with the HR Director of a multinational company about both the emotional state of employees in the pandemic context and the role of managers in guiding them toward positive emotions. She mentioned that the company’s headquarters provides a 24/7 psychological support line for employees.
I asked how often it was used, and her answer was quite interesting: employees from other countries use it frequently, but in Romania, it is rarely used… and we’ll see why below.
This made me ask myself:
👉 How can a manager become a psychological support line themselves?
👉 How can we build an emotional bridge between managers and employees?
After spending over 16 years in the business environment, analyzing the relationship between emotions and performance, I would say that awareness and application of emotional health principles have been superficial—at least in the industry where I worked.
After a period of economic well-being, we now face a health crisis. In addition to an intense work pace, this situation brings strong negative emotions: anxiety, stress, fear, worry, anger…
A New Managerial Goal: E.E.H. (Employee Emotional Health)
More than ever, a manager now has a crucial role in maintaining and increasing team performance:
⚡ Caring for Employee Emotional Health (E.E.H.) ⚡
Of course, it is important for a manager to conduct an EMOTIONAL AUDIT, both at the individual and team level. But this can be learned in just 3-4 coaching sessions…
What’s even more fascinating is this:
✅ A manager does NOT need to send employees to a psychologist when emotional issues arise.
✅ A manager already has enough tools at their disposal to apply E.E.H. through performance management.
So, let’s look at 6 simple tools for a successful E.E.H.
Why Don’t Employees Use Psychological Support Services?
The low usage rate of psychological assistance is mainly due to prejudices, stereotypes, and the fear of stigma.
🔹 Even when assured of confidentiality, employees still don’t fully trust that their conversations will remain private.
🔹 Many still believe that seeing a psychologist means being "crazy."
Until we educate and change these misconceptions, the most effective and accessible solution within an organization is to involve managers in guiding employees toward positive emotions.
What Does E.E.H. Involve?
1. Build Relationships. Gain Trust.
Rule: TRUST is the fuel of any successful relationship. Trust in a manager is one of the most important factors for emotional stability.
✅ Continuously build trust by:
Showing respect, kindness, and consideration
Setting clear expectations
Keeping commitments
Providing constant feedback
Recognizing employee achievements
Ensuring work-life flexibility
Avoiding favoritism
Regularly evaluating employee satisfaction
Encouraging and valuing employee feedback
2. Create a Work Environment Where Employees WANT to Succeed, Not Feel FORCED to. Strengthen Their Sense of Belonging.
Rule: More than ever, we need managers who lead, inspire, and motivate employees!
✅ How to do it:
Boost self-esteem: Ensure employees remain the center of every discussion.
Build relationships through weekly One-on-One meetings:
Discuss development plans
Use coaching and bi-directional feedback
Address personal concerns and career goals
Encourage open conversations about emotions
Don’t just tell them what to do—help them find solutions. Guide, don’t dictate.
Meet as a team at least twice a month to share and gather insights (feedback, concerns, rumors).
Foster belonging: Create a culture of shared values and open communication.
Celebrate achievements—even small ones!
3. Use Feedback and Feedforward
Rule: When giving feedback—especially developmental feedback—focus on the future. This makes it feel like a supportive conversation that emphasizes solutions and opportunities.
✅ How to do it:
Avoid "Why?" questions that can feel accusatory.
Highlight positive behaviors and results.
Appreciate achievements immediately.
Celebrate and reward progress.
Use Feedforward: What can be done differently in the future?
Provide constructive suggestions for continuous improvement.
Avoid judgments and subjective emotions—stick to facts.
Use coaching, not a “figure it out on your own” attitude.
Start with open-ended questions to clarify the situation:
How do you feel?
What is your perspective?
What concerns do you have?
What would you like to improve?
Who else is involved in this decision?
4. Use Coaching
✅ Coaching helps employees:
Clarify their goals
Understand their context
Generate their own solutions (instead of being told what to do)
A great coaching model to use: GROW
✔ Goal: What do you want to achieve?
✔ Reality: What’s happening now? What challenges do you face?
✔ Options: What could you do? What are possible solutions?
✔ Will: What will you do? What are your next steps?
5. Monitor Workload to Prevent Burnout
⚠ Burnout = chronic stress, exhaustion, and frustration.
⚠ It leads to demotivation, decreased productivity, helplessness, and low self-worth.
Rule: Review priorities and performance indicators every quarter to ensure they are still relevant and achievable.
✅ How to do it:
Clearly communicate deadlines and expectations.
Be realistic—don’t set unattainable goals.
Assign difficult tasks early in the day when employees are more focused.
Encourage daily task prioritization.
Allow breaks and recovery time.
Maintain a distraction-free workspace.
Support a healthy work-life balance.
6. Salary – A Sensitive but Necessary Conversation
When employees feel exhausted or frustrated, salary discussions naturally arise.
💡 Rule: Handle salary discussions immediately and delicately, as they impact morale and overall job satisfaction.
✅ How to approach it:
Schedule a One-on-One meeting.
Research salary benchmarks in the current market.
Understand the true reason behind the request:
Is it about career growth and development?
Are they seeking new skills and opportunities?
Is it due to a negative work environment?
✔ If employees work in a positive environment, they are less likely to feel underpaid.
Conclusion: Emotional Intelligence – A MUST for Modern Managers
The 6 key points above are just a few ways managers can create a positive emotional framework based on trust, high self-esteem, and reduced anxiety.
💡 Emotional intelligence is no longer optional for managers—it is an essential tool for maintaining and increasing employee performance!
