I’ve been writing about the importance of maintaining emotional control during employment processes such as disciplinary, grievance and, sickness absence, etc. Have you noticed that the word contains the word motion? Unattended our feelings can move us in the direction they are heading, positively or negatively.
Well, that’s the reason why I have emphasised the importance of sound emotional control. Firstly because, failure to positively control emotions and behaviour negatively impact the individual’s health and wellbeing and secondly, undermines (at best) the case they are trying to present. Simply put, poor emotional control comes with a hefty price tag.
Now, exercising emotional control doesn’t mean that an individual is unaffected by their circumstances. On the contrary, more often than not, they are fearful and stressed but, they choose to use self-control in spite of how they are feeling. Now, that may sound like a big ask; but it is doable.
I recall a time where a member of staff could have used her condition as an excuse to cite losing emotional control during a formal process (which may have been at least partially accepted.) However, she chose to maintain her composure in the face of seemingly insurmountable issues. To this day, I am still impressed.
More recently, I observed a Claimant being cross-examined at an employment tribunal. Despite difficult questionning she kept her composure throughout.
These are just two of the examples that bear out my experience that people who exercise restraint in spite of their
That’s why I have been posting or creating posts such as:
- Managing your emotions is as crucial as managing your case
- Have emotions but don’t let them have you
- Going through a tough time is not an excuse for poor emotional control
I cannot emphasise it enough, even if you feel justified in giving your emotions full rein, please don’t. Manage them and, don’t allow them to manage you.
© Dawn H Jones is an HR Consultant, Coach, and Blogger. Please note that this post does not constitute specific HR or employment law advice if you require help please contact an appropriately qualified professional or drop me an email – email@example.com