但为何在很多工作场合流露真性情已经越来越可接受的第三个原因可能也是最有说服力的一个原因。“允许情绪更加外露，从根本上是件好事，”克里默表示。她在新书中提到有无数研究显示，在众多因素中，一个接受情绪的工作环境更容易触发创造和创新，在工作场合表达更多的共鸣和同情还可以降低人员流失率，减少旷工。

    但似乎你所在公司的高管们尚未完全了解这些好处，那么你能做些什么来控制自己的眼泪呢？“你需要对那些可能引发你哭泣的因素有所预期，”克里默建议说。“当你觉得自己可能会流眼泪的时候，可以起身去倒杯水或咖啡或去趟洗手间。只要站起来走动一下，就能改变身体的反应，不再落泪。”

    她还建议，可以“找一种方式，定期释放压力——任何方式都可以，不管是瑜伽、跑步，还是冥想，只要对你管用。”任何方式只要能降低你在生活中感受到的压力总水平，就能帮助你控制自己的反应，特别是在感觉难以承受时。

    同时，“分析你列出的可能引发哭泣的因素，”克里默建议。“分析情绪背后的东西。是什么让你感到难以承受？是一位难以相处的同事，缺乏资源，还是最后期限不切实际？可能会有一些具体因素，你可以尝试修正。”如果有，让你的老板知道是什么，表明你在解决问题。(鉴于他对你的表现评价是“很出色”，他可能愿意帮你一把。)

    克里默最后还补充了一句。“你确定自己想要升职吗？”她问。“可能这就是你的压力所在。”近日，克里默在《哈佛商业评论》（Harvard Business Review）的一篇博文中就很有说服力地指出，首先要弄清楚成功对你意味着什么，然后现实地分析当前雇主是否能给你这些。也许你在其他地方工作或为自己选择一条不同的职业道路，就完全没有必要再讨论“如何避免在职场中哭泣”这个问题了。当然，这只是个人的一点想法。

    反馈：你是人群中爱哭的25%之一吗？或者，你的身边有这样的一个人吗？你对此采取了些什么行动？欢迎在下面留言。

    But the third reason why expressions of emotion are increasingly accepted in many workplaces is probably the most compelling. "Allowing emotions to be more out in the open is good for the bottom line," Kreamer says. Her book cites numerous studies showing, among other things, that a work environment that acknowledges emotion is more conducive to creativity and innovation, and expressing greater empathy and compassion at work leads to lower turnover and less absenteeism.

    But it seems higher-ups at your company have yet to get the memo about all that, so what can you do to control your waterworks? "You need to anticipate the triggers that cause you to cry," Kreamer suggests. "When you sense one coming, get up and go to the water fountain or the coffeepot or the bathroom. Just getting up and moving around can alter your body chemistry enough to stem the tears."

    She also recommends that you "find a stress reliever you can do regularly -- whatever works for you, whether it's yoga or running or meditation." Anything that lowers the overall stress level in your life should help you control your reactions to especially tough moments.

    At the same time, "take a very analytical look at your list of what triggers your crying," Kreamer advises. "Analyze what underlies the emotion. What is it that makes you feel overwhelmed? Is it a difficult colleague, a lack of resources, impractical deadlines? There may be something concrete there that you can try to fix." If there is, let your boss know what it is and make it clear that you're addressing the problem. (Given his assessment of your performance as "fantastic," he may even be willing to give you a hand with it.)

    Kreamer offers one further comment. "Are you sure you want to get promoted?" she asks. "Maybe that's what's stressing you." In a recent Harvard Business Review blog post, Kreamer made a persuasive case for having a clear idea of what success means to you, and then reaching a realistic decision about whether your current employer can offer it. Maybe if you worked somewhere else, or forged a different career path for yourself, the whole question of how to stop crying at work would be moot. Just a thought.

    Talkback: Are you a member of the 25% of the population that cries easily, or do you work with someone who is? What do you do about it? Leave a comment below.