Ever found yourself asking a leader’s assistant, driver, or secretary, “How’s the boss’s mood today?” before deciding whether to approach them? If you have, you’re not alone. It’s a familiar scene in many workplaces: employees gauging the emotional weather of their leader before presenting an idea, raising a concern, or delivering news.

While it might seem like a harmless precaution, this behavior is a litmus test for something deeper: the emotional intelligence of leaders and the psychological safety of a workplace. And if people are tiptoeing around a leader’s unpredictable moods, it’s a red flag for a fearful, stifling culture.

Why Do People Gauge a Leader’s Mood?

When employees feel the need to check a leader’s mood before engaging, they’re really asking:

• Will I be heard, or will I be dismissed?
• Will my ideas be valued, or will I face unnecessary criticism?
• Will I get support, or will I regret bringing this up?

The need to “check the mood” arises from inconsistent or emotionally volatile leadership. This unpredictability creates an environment of fear and hesitation, where employees tread lightly rather than engaging openly.

The Impact on Workplace Culture

1. Stifling Honest Communication

Imagine a project manager who discovers a flaw in a product design but holds off telling the boss because “today isn’t a good day.” By the time the flaw comes to light, the company faces costly delays.

When employees worry about a leader’s mood, they may delay sharing critical information or avoid difficult conversations altogether. This leads to bottlenecks, missed opportunities, and festering issues.

2. Suppressing Innovation and Ideas

In some high-pressure finance firms, employees hesitate to suggest new strategies because leaders are known for public outbursts. Over time, the firm becomes stagnant, relying on outdated methods while competitors move ahead.

In a culture where employees walk on eggshells, creativity takes a hit. No one wants to pitch a bold idea if there’s a chance the leader might snap.

3. Damaging Trust and Morale

Say, an HR executive approaches a leader about team burnout but is met with hostility because the boss is in a bad mood. The result? The burnout worsens, and key employees leave.

When people have to tiptoe around their leader’s emotions, trust erodes. Employees may feel like they’re playing a guessing game instead of working toward shared goals. This damages morale and increases turnover.

What This Says About a Leader’s Emotional Intelligence

A leader’s emotional intelligence (EQ) is their ability to manage their emotions and respond to others with empathy and awareness. Leaders with high EQ:

• Maintain Consistency: Their reactions are steady and predictable, regardless of stress levels.
• Create Psychological Safety: Employees feel safe speaking up without fear of emotional backlash.
• Show Self-Awareness: They recognize when their mood might impact others and adjust accordingly.

In contrast, emotionally volatile leaders create uncertainty. Employees become more focused on managing the leader’s emotions than doing their best work.

How Leaders Can Avoid the “Mood Check” Culture

Hey leaders, this is how you can avoid making your workplace culture a little less worrisome for your team members:

1. Practice Self-Regulation: Recognize triggers and develop strategies to manage emotional responses, like taking a breath before reacting.
2. Be Transparent: If you’re having a tough day, acknowledge it. “I’m dealing with a lot today, but I’m here to listen” signals self-awareness and openness.
3. Create Safe Channels: Encourage employees to communicate through multiple channels (emails, scheduled one-on-ones) to avoid “bad timing” traps.
4. Ask for Feedback: Regularly check in with your team about how approachable and consistent you are. Honest feedback can highlight blind spots.
5. Lead with Empathy: Remember, your mood influences the entire team. A small outburst for you could mean hours of stress for someone else.

Final Thoughts: Consistency Over Volatility

When employees don’t need to ask, “How’s the boss’s mood?” you know you’ve created a culture of trust, consistency, and psychological safety. Leaders set the tone, and emotional intelligence isn’t a “nice to have”, it’s essential for a thriving, fearless workplace.

Let’s aim for leadership that employees can approach with confidence, not caution.