09 Sep E-motions – where are they taking you?

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.

Failure to positively control emotions and behaviour negatively impact an individuals health and wellbeing and undermines and their ability to navigate processes with clarity and confidence.

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 maintain self-control despite how they are feeling. That may sound like a big ask, but it is doable. 

I recall a time where an employee could have used her condition as an excuse to cite losing emotional control during a formal process (which in all probability would have been understandable). 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’s cross-examination at an employment tribunal by a barrister. Despite challenging questioning, she kept her composure throughout.

These are just two of the examples that bear out my experience that people who exercise restraint despite their circumstances are far, far more likely to present their responses more effectively and navigate procedures with greater ease than those who don’t.

That’s why I have been posting 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, do not allow your emotions full rein, even if you feel justified. Manage them and, don’t allow them to manage you.

© Dawn H Jones is an HR Specialist

Initially posted on 28 January 2019; minor revisions 9 September 2020.

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 email info@hopeplace.co.uk