In leadership, we measure performance by the numbers. Revenue targets. Productivity. Efficiency. What about the emotional labour leaders shoulder daily? The invisible work that keeps teams together, but rarely gets acknowledged.
Think about it:
The late-night call with a struggling employee
The difficult conversation diffusing team conflict
The unspoken weight of holding space for others while suppressing your own stress
While we celebrate sales targets, a new account win, and bottom-line growth, emotional labour remains unseen, unmeasured, and unrewarded. And the impact? It’s costing us more than we realise.
The Real Cost of Ignoring Emotional Labour
Burnout: When leaders constantly absorb the stress and emotional challenges of their teams without support, they’re more likely to experience burnout
Erosion of Culture: When emotional labour goes unnoticed, resentment builds. Leaders may feel their efforts are unappreciated, causing disengagement and, eventually, turnover
Leadership Longevity: Unseen, unrewarded emotional labour can drive even the most dedicated leaders to question their roles
Why Emotional Labour Isn’t a Soft Skill. It’s a Strategic Skill
Emotional labour isn’t just about being “nice” or “empathetic.” Nor is it it about being "easy" or "too kind". It’s about strategic communication, conflict management, and the capacity to foster psychological safety in the workplace. It’s the glue holding teams together. And yet, it remains invisible.
How Do We Quantify Emotional Labour?
If we want to change the path, we need to move beyond acknowledging emotional labour to actively rewarding it. Here’s how:
Feedback Loops: Implement regular check-ins to acknowledge emotional labour. Ask leaders what invisible work they’re carrying
Recognition Programs: Celebrate the unseen work. Recognise those who go above and beyond to maintain team morale and culture
Training & Support: Provide tools and frameworks for leaders to navigate emotional labour without sacrificing their own well-being
Accountability Systems: If we measure revenue, why not emotional labour?
My Own Burden with Emotional Labour
I know this burden all too well. During my time in leadership roles, I’ve been the one taking those late-night calls, the one holding space for people even when my own tank was empty. I was praised for hitting targets, for driving growth, for keeping morale high. But the emotional weight? The toll it took on me? My family? My friendship circle? That was invisible to most. And that’s the problem. We can’t keep pretending that this kind of work doesn’t matter, or that it doesn’t cost leaders their health, well-being, and, ultimately, their desire to keep showing up.
The Takeaway: What Would Change If We Measured Emotional Labour?
Imagine a workplace where emotional labour was as valued as revenue targets. Where leaders were recognised not just for what they deliver but for how they show up for their people.
At True North Executive Coaching & Leadership, I work with leaders to build not just strategic skills but emotional intelligence, because great leadership isn’t just about hitting targets. It’s about holding space for your people, even when it’s invisible to everyone else.
Ready to redefine leadership? Let’s start the conversation.
