How HR Will Determine If Their Organization Possesses A Strong Emotional Culture

Human resource professionals are often besieged with the problem of managing and creating a strong emotional culture at workplace.

A strong emotional culture at workplace is very essential for overall health and productivity of any organisation. You may go through the following blog published earlier by us, for knowing in detail, what is the significance of a strong emotional culture.

6 Tips To Improve The Emotional Culture At Workplace

Below are six reflective questions, which should be asked by HR professional from the members of their organisation, to know if strong emotional culture is prevailing in the organisation or not.

1) Do organisation members feel that they can have honest, open communications with each other.

• Always
• Frequently
• Rarely
• Never
• Not Aware

2) Do all level of employees feel comfortable, while expressing their opinion.

• Always
• Frequently
• Rarely
• Never
• Not Aware

3) Do employees know that they should express their emotions in a respectful, professional manner for a balanced work- life situation.

• Always
• Frequently
• Rarely
• Never
• Not Aware

4) Are the managers aware of the importance of emotional culture at workplace and how it is to be managed.

• Always
• Frequently
• Rarely
• Never
• Not Aware

5) Has a situation arisen, when a member could not control his emotions & it led to an uncomfortable situation in the organisation.

• Always
• Frequently
• Rarely
• Never
• Not Aware

6) Are employees skilled at managing their own emotions.

• Always
• Frequently
• Rarely
• Never
• Not AwareIn questions 1,2,3,4 and 6, if your answer is “always “and or “frequently,” there is no need to worry and you should continue the good practices in the organisation.
• However in all the above (questions 1,2,3,4 and 6) if the responses is rarely “or” never”, this is an area of major concern. The situation is alarming and it must be redressed immediately.
• In question 5, if the answer is “rarely “or “never”, it speaks well of the organisation. On the contrary, if the response is “always” or “frequently,”this is an alarming situation.

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