It works on the premise an employee’s loyalty is related to their satisfaction and motivation rather than remuneration.
Emotional Salary is not remuneratively incentivised but correlated to one’s emotions and the close connection they feel to the organisation.
SME’s are applying either personalised coaching v’s ‘predefined’ training, or bespoke training with follow up and a mentor.
Emotional Salary is about being alert and listening to the needs, requirements and interests of their people rather than throwing more money at them. The highest salary will never be equal to the value of time, feeling valued and a better quality of life.