Why emotions matter in the workplace
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In the beginning of my career, I believed that emotions had no place at work. I bought into the notion that to be professional, I needed to be composed, rational, and unfazed by the pressures of the job. What I didn’t realize at the time was that by suppressing my emotions, I was cutting off an essential part of myself—and missing out on key insights that could have helped me thrive both personally and professionally.
In the nonprofit sector, where I spent nearly a decade, the work is fast-paced, high-stakes, and deeply mission-driven. This combination meant that emotions ran high, but there was little space to address them. I pushed through feelings of doubt, frustration, anxiety and exhaustion because I thought that was the “right” way to succeed. But in doing so, I became disconnected from myself and my work. I overlooked moments when I should have spoken up or slowed down, missed important cues in team dynamics, and ultimately burned out.
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When I transitioned into coaching, I realized just how damaging that mindset had been, not only for me but for the many clients I now work with who experience the same struggle. In my 1:1 coaching, group program, and work with teams on workplace culture change, I see leaders and professionals grappling with the belief that they must leave their emotions behind when they step into the workplace. They are beginning to unravel the idea that addressing emotions means losing credibility or control; in fact, they are learning the opposite is true.
Emotions are at the core of how we experience work. They influence our decisions, shape our interactions, and affect how we show up for ourselves and others. Ignoring them doesn’t make them disappear—it just means we’re less aware of what’s driving our behaviors and choices.
One of the most powerful shifts I’ve witnessed in my coaching practice is when people start noticing and naming their emotions at work. I remember one client, a team lead, who felt constantly overwhelmed but couldn’t pinpoint why. After some reflection, she realized her overwhelm stemmed from a mix of urgency (feeling that everything was equally important and needed her immediate attention) and confusion (feeling unsure how everything fit together). By acknowledging and naming these emotions, she was able to address the issue directly. She began slowing down, blocking time in her calendar each morning to assess priorities, and communicating these priorities more clearly to her team. She also invited her team to share their own priorities and challenges during weekly check-ins, which helped align everyone and reduced the confusion she had been feeling. This shift not only reduced her overwhelm but also improved team dynamics and collaboration.
This is why I believe emotions matter at work. They provide valuable information about our needs, boundaries, and values. When we recognize and express them, we can communicate more effectively, navigate conflict with greater ease, and ultimately improve the quality of our work relationships and experiences.
Of course, this doesn’t mean letting emotions run unchecked. Emotional intelligence is about understanding and navigating emotions—not suppressing them or letting them take over. It’s about finding that balance where we can use our emotions as a tool for insight rather than as something that derails us.
In my own journey, I’ve learned that emotions are not the enemy of professionalism; they’re an essential part of it. By acknowledging our emotions, we give ourselves permission to engage more fully in our work and show up as our authentic selves. We create more space for creativity, collaboration, and meaningful connection. And ultimately, we make work a more human and fulfilling place to be.
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