When you’re in a leadership role, you are constantly forced to make decisions.

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These may vary from the tiniest details to life-altering changes.

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Choices are usually made considering logistic and financial costs.

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However, their emotional cost is usually overlooked.

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A decision like picking between two alternatives may be economically smart.

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But you also need to consider what it may do to the morale of those whose hard work is being tossed in the trash.

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Adding the sensibility to the emotional weight of your choices to the mix is essential. Your team will trust you and be able to work through hardship as a community.

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Here are three things you can do to lower emotional costs and grow as a leader. 

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1. Understand the human element in decision-making

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Much as it may seem like numbers run business, humans do. At least for now.

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And the humanity behind companies affects every aspect of them.

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Leaders make decisions that stem from data but also from their personalities and emotions. Personal life highs and lows may affect the direction they take.

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Employees may or may not care too much about their work but they’re still putting in valuable hours of their time. This includes dedication, passion, and personal investment.

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As a leader, you need to be easy on yourself. You may be having a tough week. So always be aware that there are emotions at play when you decide.

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But that is just half the work.

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The other half relies on you assessing and exploring what impact your choices may have on your staff’s morale and emotional well-being.

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Acknowledge and understand the emotional aspects of every job.

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That way, you’re factoring in something that will directly affect how your employees view you and the company in general.

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Making decisions with consideration for these kinds of consequences can reduce the damage of the tougher ones.

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2. Balancing rationality and emotional intelligence

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Now the question remains: how do you successfully add the understanding of human implications into the mix?

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Traditionally, factors like logistics, finance, and efficiency have been at the forefront of decision-making.

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And don’t get us wrong: these are essential.

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But not considering emotion alongside them would be shortsighted.

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A leader’s task, again, works in two ways.

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First, you must work on yourself to try and find a balance between your rational and emotional sides.

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Don’t lose sight of what your heart tells you and follow your gut, but remember to complement it with data and facts to make informed decisions.

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It’s not one or the other. Your decisions can be gut-driven while still having a backup.

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And second, that balance should also translate into your consideration of the impact your choices have on your workforce.

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You cannot choose only based on what will make people happy –and become a people-pleaser rather than a true leader–. 

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But not considering them at all will make you look apathetic and foster resentment for you.

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And no one wants such a disconnection between a captain and their crew.

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3. Building a supportive organizational culture

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At the base of this whole structure is trust.

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Emotional costs can be undertaken more easily if all parts of the organization know they’re being taken care of and rely on each other.

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Leaders need to feel supported by a workforce that understands why some decisions need to be made.

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Employees need to feel supported by leadership that considers their struggles and keeps their best interests in mind.

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So foster a culture that values open communication and transparency. 

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Keep your employees informed about the reasons behind choices, even if they are difficult ones.

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But also provide support mechanisms, offer career development opportunities, and celebrate the efforts of teams, even when projects are not pursued.

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The better company relations are, the easier it will be to make hard choices. All parts will understand they come from a place of true need and proper assessment.

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Can we please everyone?

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Well, no.

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Tough calls will always have unpleasant consequences.

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Especially if they include choosing to deactivate an operation that has been ongoing for a while.

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But the point is to try to take as many precautions as possible to mitigate their negative consequences.

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Before making a decision, truly understand what is at stake emotionally.

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When it’s time to choose, strive to find a balance between rational and emotional factors.

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And afterward, provide mechanisms to reduce the emotional cost of your decisions.

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It’s impossible to prevent feelings from getting hurt, but these strategies may help.

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If you’d like to hear a real-life case of a leader needing to make an emotionally tough decision, check out this week’s episode of TOP CEO with TextNow CEO, Derek Ting!

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Ever thought about creating your own thought leadership content? At TOP Thought Leader, we amplify new and established voices so they can become pioneers of their generation. Get in touch with us and embark on your journey!