Although emotions are an inseparable part of human life, accompanying us every day, they are often treated as a taboo in the professional environment. In many workplaces, there is still a prevailing belief that showing feelings is a sign of weakness, and professionalism is linked to suppressing emotions. However, more and more research and experts emphasize that healthy emotional management can be a key element in building effective teams and organizational success.

Suppressing emotions
Emotions at work: can we really leave them at home?
The role of emotions at work: help or hindrance?
Workplace bullying: violence in many forms
The emotional sphere at work – why conversations about feelings matter
How to create a more empathetic work environment?
Summary

1. Suppressing Emotions

In workplaces, there is often a focus on efficiency and results, forgetting that emotions are an integral part of our professional lives. In today’s work environment, suppressing emotions can lead to serious consequences – both for individual employees and entire teams. In Polish culture, respect for authority is deeply rooted, which has historically influenced both management and employees’ attitudes. Despite the passage of time, there is still a strong sense of obedience and submission to superiors. Many people in the workplace focus on following orders without asking questions, viewing them as an obligation that is not up for discussion. Suppressing emotions has become a natural response because expressing feelings, especially difficult ones, is associated with weakness or lack of professionalism. As a result, many Poles avoid showing their emotions at work, often leading to emotional buildup and burnout.

2. Emotions at work: can we really leave them at home?

“Should we ask an employee how they feel? That’s private” – such an approach is still often encountered in Polish workplaces. Employers frequently expect employees to maintain professionalism, understood as controlling or entirely hiding emotions. There is a belief that professionalism means separating emotions from professional duties, and success is based solely on results. But can we truly separate emotions from work, where we spend a significant portion of our lives?
As humans, we are social beings. We need to feel needed. We need to belong. We need to be accepted. Work serves as both a source of income and a place for forming social relationships. “Leaving emotions at home” is impossible, yet it is often required by managers. Employees are often accustomed to subordinating themselves to their superiors, which leads to emotional suppression. Unfortunately, this suppression has its consequences – over time, it can lead to what is known as “emotional hijacking,” a moment when we lose control over our emotions, and they begin to control us. Therefore, it is crucial to learn how to recognize, regulate, and consciously express emotions in the professional environment.

3. The role of emotions at work: help or hindrance?

Do emotions hinder or help at work? Emotions can be a valuable resource if properly understood and utilized. It turns out that a healthy approach to emotions in the workplace is not only a tool for improving communication but also a path to increasing efficiency, engagement, and job satisfaction – both for employees and managers. Ignoring or suppressing emotions leads to serious problems. Instead of strengthening communication, it can result in tensions, conflicts, and even bullying or burnout. A healthy approach to emotions at work does not mean eliminating them but understanding and constructively using them. Employees and managers who can recognize and manage their emotions are better equipped to handle difficult situations, maintain motivation, and demonstrate greater resilience to stress. Moreover, conscious emotional management fosters openness, trust, and a better atmosphere within the team, which leads to increased efficiency and job satisfaction.

4. Workplace bullying: violence in many forms

In Polish workplaces, psychological violence, often taking subtle forms, is unfortunately a common phenomenon. Often, managers who lack proper communication skills resort to methods that mentally wear down employees, even if they don’t always do so consciously. One of the most serious problems related to emotions at work is bullying. This is a phenomenon in which one person or a group systematically applies psychological violence to a colleague. This violence involves manipulation, guilt-tripping, shaming, and instilling fear. It often manifests subtly through comparisons, mockery, and eye-rolling. Many aggressive behaviors that manifest in our faces are also considered forms of violence. Gestures, facial expressions, furrowed brows, lip movements, and facial expressions convey our thoughts and words. We can say a lot without using words. These “soft” forms of aggression often go unnoticed or are downplayed, but their long-term impact on the victims’ psyche is extremely damaging.
Workplace violence is a systemic problem. Instead of blaming the victims, companies should focus on eliminating toxic behaviors and building relationships based on mutual respect. This will not only improve the atmosphere but also increase team effectiveness and engagement.

5. The emotional sphere at work – why conversations about feelings matter

Unfortunately, conversations about emotions at work are still a taboo. They are too often seen as informal or even social. Managers rarely ask employees about how they feel at work, their feelings, and experiences related to it. In reality, conversations about emotions are an essential part of any professional interaction. Conversations about feelings are a form of empathy and an attempt to understand the difficulties employees face. Too often, we hide our emotions or fail to recognize their impact on our daily lives. Conversations about emotions are also conversations about work. Employees often do not reveal their difficulties due to fear of judgment, not wanting to admit a lack of technical skills, insufficient knowledge, or other concerns related to their tasks. They may also be dealing with personal or health problems. Open conversations about emotions can help build trust and a sense of security within the team. If managers create space for such conversations, they can better understand the needs of their team and respond appropriately to problems before they become insurmountable obstacles. Thanks to conversations about emotions, employees not only have a chance to understand themselves and others but also to develop emotional competencies that are crucial in dealing with stress, conflict, or professional challenges.

6. How to create a more empathetic work environment?

Building an empathetic workplace requires primarily changing the approach to emotions as an integral part of professional life. Introducing training programs on emotional intelligence, conflict mediation, and communication can significantly improve the atmosphere within teams. Employees who feel appreciated and heard are more engaged and willing to collaborate. Empathy should be the foundation of relationships between leaders and employees. Here are key steps that can help achieve this goal:

Strengthening leaders’ and managers’ skills
Leaders play a key role in shaping organizational culture. They should develop interpersonal skills such as active listening, openness to feedback, and constructive conflict resolution. Empathy, in their case, should go beyond sympathy and include the ability to understand others’ perspectives and recognize the emotions behind behaviors.
Conversations about emotions
Breaking the taboo around emotions at work is one of the most important steps toward creating an empathetic environment. Regular conversations with employees about their well-being and difficulties help build trust and improve communication within the team.
Emotional intelligence training
Developing emotional intelligence should be available to both leaders and employees. Training programs can include building emotional awareness, learning to regulate emotions, and cultivating an empathetic approach to others. As a result, this helps reduce tensions and build more cohesive teams.
Responding to bullying and violence
Preventing all forms of violence and bullying in the workplace is essential. Organizations should effectively identify and eliminate inappropriate behaviors while supporting victims. It is important that responsibility lies with the perpetrators, not the victims, which requires clear procedures and quick response.
The role of HR
The HR department should actively support the creation of a culture based on empathy. This could involve implementing development programs, mediation, or initiatives that care for employees’ well-being. It is important that HR is seen as a partner, not just a formal administrative unit.
Generational shift
Younger generations, such as Generation Z, are increasingly demanding better work conditions. They expect openness, understanding, and respect. Organizations should listen to their needs and adapt management strategies to new standards, which brings benefits to the entire organization.

7. Summary

Emotions are an integral part of professional life, and ignoring them can lead to burnout, reduced engagement, and interpersonal problems. Creating an empathetic work environment is a key element of modern management. Empathetic leadership, openness to conversations about emotions, and decisive action against bullying and violence are the foundations of a healthy and effective work culture. By supporting both leaders and employees, organizations not only build a better work environment but also achieve better results.

Emotions at work – a taboo or element for success?

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