In today’s dynamic work environment, where efficiency and professionalism are highly valued, we often overlook the fundamental role of emotions in our professional functioning. Suppressing feelings in the workplace has become an unwritten norm in many organizations, where it is believed that emotions are an obstacle to rational decision-making and effective task performance. However, recent scientific studies show that this approach can have serious consequences both for employee well-being and for the organization as a whole.
Theoretical Foundations of Emotions in the Workplace
Emotions are an integral part of the human experience, including in the professional context. They are natural reactions to external and internal stimuli that help us interpret the surrounding reality and respond accordingly. Research in organizational psychology indicates that emotions play a key role in decision-making processes, interpersonal relationships, creativity, and the overall well-being of employees.
The concept of “emotional labor,” introduced by sociologist Arlie Hochschild, describes the process of managing one’s emotions to meet organizational expectations. Employees often engage in surface acting (pretending emotions they don’t feel) or deep acting (trying to genuinely feel the expected emotions). Both of these processes require significant psychological effort and can lead to negative consequences for employee well-being.
Contemporary research highlights the significant role of emotional intelligence in effective management. Leaders with high emotional intelligence are better able to recognize and manage both their own emotions and those of their subordinates, which translates into a more positive emotional climate in the organization.
The Consequences of Suppressing Emotions at Work
Suppressing emotions in the workplace can lead to a range of negative consequences for both the individual and the organization. Research shows that prolonged suppression of emotions can result in:
Emotional Exhaustion and Burnout
Constantly controlling and suppressing natural emotional reactions requires significant psychological resources, leading to emotional exhaustion – a key component of burnout. Studies have shown that employees who regularly engage in suppressing emotions experience higher levels of stress, fatigue, and cynicism towards their work. This process was particularly exacerbated during the COVID-19 pandemic, when employees had to cope with additional stressors related to financial uncertainty, technological changes, and health concerns.
Lower Job Satisfaction and Engagement
Suppressing emotions negatively affects job satisfaction and employee engagement. Research indicates that emotional authenticity is a crucial factor influencing well-being in the workplace. Employees who are free to express their emotions report higher levels of emotional engagement and overall job satisfaction.
Worsened Interpersonal Relationships
Emotions play a key role in building and maintaining interpersonal relationships. Suppressing emotions can lead to superficial interactions, lack of trust, and difficulty in effective communication. Studies show that work environments that promote emotional openness are characterized by better teamwork and lower levels of conflict.
Reduced Creativity and Innovation
Emotions, both positive and negative, can stimulate creativity and innovative thinking. Suppressing emotions limits access to these cognitive resources, which can lead to less creative solutions and lower innovation within the organization.
Health Problems
Long-term emotional suppression can lead to serious health consequences, including an increased risk of cardiovascular diseases, immune system disorders, sleep problems, and mental health issues such as depression and anxiety.
Building a Culture of Emotional Resilience in the Organization
Recent research highlights the need to build “emotional resilience” in the workplace as an alternative to suppressing emotions. Emotional resilience refers to the ability to adapt and function positively despite difficulties and emotional stress.
Reflective Practices as a Tool for Building Emotional Resilience
Affective reflection, the process of analyzing thoughts, feelings, and emotions through written dialogue, has proven to be an effective tool in promoting and building resilience among healthcare workers. Studies show that regular reflective practice can help maintain emotional stability, increase empathy, and improve work quality.
The Role of Leadership in Shaping the Emotional Climate
Leaders play a crucial role in shaping the emotional culture of the organization. Purpose-driven leadership promotes open communication, collaboration, and prioritizing employee well-being. Leaders who model healthy emotional expression and create safe spaces for emotional authenticity contribute to building more resilient and engaged teams.
Interventions Based on Mindfulness and Mind-Body Practices
Mindfulness-based interventions and mind-body medicine (MBM) practices have proven effective in reducing work-related stress and building resilience. A study among healthcare leaders showed that an 8-week MBM program significantly reduced perceived stress and increased participants’ resilience, with the effects lasting for six months after the intervention.
Practical Examples from Organizational Life
Example 1: Emotional Culture Transformation in an International Tech Company
A large tech company noticed a growing problem of burnout among its employees, particularly in customer service and software development departments. Analysis revealed that one of the main contributing factors was the expectation of “professional” behavior, which in practice meant suppressing emotions.
The company decided to implement a comprehensive transformation of its emotional culture. Regular team sessions were introduced, where employees could openly share their feelings related to projects and professional challenges. Managers underwent emotional intelligence training and were taught how to have conversations about emotions. “Recovery zones” were created in the office, where employees could unwind and process difficult emotions.
One year after implementing these changes, the company reported a 30% reduction in burnout rates, a 25% increase in employee engagement, and a significant improvement in customer satisfaction ratings. Employees reported feeling more authentic at work and less drained at the end of the day.
Example 2: Reflective Practice in a Medical Team
A team of sonographers in a large university hospital struggled with high levels of stress and emotional exhaustion, resulting from daily interactions with patients in difficult health situations. The team leader, inspired by research on affective reflection, introduced weekly reflective sessions.
Each team member kept a reflective journal, recording their emotional experiences. Once a week, the team gathered to share selected reflections and discuss strategies for dealing with difficult emotions. Initially, some employees were skeptical, but over time, this practice became a valued part of the team’s culture.
After six months of regular reflective practice, the team reported lower levels of burnout, greater empathy towards patients, and better internal communication. Interestingly, the quality of scans and patient satisfaction indicators also improved.
Example 3: Emotional Resilience Program in an Investment Bank
A large investment bank, known for its demanding work culture, noticed high employee turnover, particularly among junior analysts. Exit interviews revealed that one of the main reasons for leaving was high stress levels and the expectation of constant emotional suppression under pressure.
The bank decided to implement a comprehensive emotional resilience program. The program included:
- Individual coaching sessions focusing on recognizing and managing emotions
- Mind-body techniques workshops, including meditation and mindful breathing
- Training for managers on leading emotionally intelligent teams
- Changing the employee evaluation system to include not only results but also collaboration and well-being
Two years after implementing the program, the bank reported a 40% reduction in turnover among junior employees, improved mental health indicators, and, surprisingly, a 15% increase in team productivity. Employees reported feeling more supported and understood, which helped them better cope with work challenges.
Conclusions and Recommendations
Scientific research clearly indicates that suppressing emotions in the workplace has serious consequences for both employee well-being and organizational effectiveness. Instead of promoting a culture of emotional restraint, organizations should strive to create work environments that:
- Recognize emotions as a valuable source of information and an integral part of the professional experience
- Create safe spaces for authentic emotional expression
- Invest in developing emotional intelligence in leaders and employees
- Implement reflective practices and mindfulness-based interventions
- Design work systems that account for employees’ emotional needs
Organizations that can create a culture of emotional authenticity and resilience gain a competitive advantage through increased employee engagement, lower turnover, higher creativity, and better teamwork. In a world that is becoming increasingly complex and unpredictable, the ability to effectively manage emotions becomes a key competency for both individuals and organizations.
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