Workplace Emotional Intelligence: Concept, Business Advantages and Development

Workplace Emotional Intelligence: Concept, Business Advantages and Development

One of the crucial factors affecting personnel performance is emotional intelligence (EI). It defines how good people interact with colleagues, control emotions, deal with stress and fulfill their tasks.

What is emotional intelligence? How to recognize and improve it? These issues are revealed in the article.

Emotional intelligence: concept and importance

Emotional intelligence: concept and importance

EI means a human capability to identify feelings as well as manage their emotional state and emotions of other people. It determines how individuals will communicate with others and solve various challenges, including the operational ones.

Advanced EI is considered to allow people to recognize their own or strange emotions. They realize the reasons for a certain emotional state and related consequences, as well as can control emotion intensity and emotional expression strength. Such persons can trigger a particular emotional condition if necessary.

Emotional quotient (EQ) is essential to both the career development of employees and business success in general. Specialists with the high rate are hard-working and satisfied with their activity. They show more initiative, manage stress better and cope with their objectives faster. As a result, such people can achieve greater career success in comparison with their colleagues with an insufficient emotional intelligence level.

Highly productive staff can provide companies with more benefits and growth.

EI at work: core advantages for personnel

It is believed that high IQ is not enough to build a career: advanced EI also matters. Sometimes its level plays a pivotal role in obtaining breakthrough.

According to research by Talent Smart, EQ determines the possibility of career development in any sector by 58%. Besides, specialists have found a direct interaction between EI evolution and wages. It has transpired that high EQ holders receive, on the average, $29,000 more than their colleagues. By the way, EI enhancement increases salaries.

Such figures stem from the fact that employees with comprehensive EI can adapt to various situations better, fulfill their potential and promptly find necessary solutions.

In particular, the human ability to control emotions is considered to affect the ability to work in the team, as well as the efficiency and performance.

Employees with an accelerated EQ parameter do not rely on their emotions and can control their feelings, thus emotional stress does not influence their operations. They can understand the viewpoint of their colleagues, subordinate employees, clients or partners and select the most appropriate way of communication on a case-by-case basis.

Significantly, EI affects management behavior. Executives with high EQ are able to inspire staff of productive work, lead them, smooth down a negative atmosphere and motivate employees to act.

Therefore, improving EI, you can gain such advantages as better productivity and career development.

Relation between emotional intelligence and business success

Relation between emotional intelligence and business success

Personnel EI has an impact not only on their operations and success but also on business performance. The team of professionals with high EQ gives employers the following benefits.

  • Reduction of conflict settlement expenditures. To resolve conflicts among employees and eliminate the consequences, business owners can involve lawyers, advisors or psychologists whose services are paid. That is why companies waste lots of money. Workers with advanced EQ will cause fewer workplace disputes.

  • Increase in staff productivity. Gallup’s study has proven that experts with upgraded EI are 40-120% more efficient than their colleagues with poor EQ. They are more engaged in the working process, extremely motivated and focus on the outcome.

  • Decrease in quits. Employees fire rarer because of being satisfied and controlling their emotions.

  • Corporate changes less reflect on staff. Personnel with strong EQ is seemed to adapt to new circumstances easily. They are loyal to changes.

  • Better team atmosphere. Respecting each other and closely interacting, workers keep a positive emotional state. Team members enjoy their work while the happy staff ensures excellent performance and business profitability.

How to define candidates’ EQ?

Currently, there is no common method for identifying the EI level of candidates. However, there are several techniques allowing HR managers to obtain a general idea of how people can control their feelings and recognize emotions of other individuals. Let’s examine the most fruitful ones.

EQ definition tests

A lot of tests help to assess how persons understand and recognize emotions, evaluate situations and manage their conditions. It is referred to Goleman, Asperger, Mayer-Salovey-Caruso, Lyusin, Hall and other tests.

Note that similar EQ measurement tools do not guarantee a precise result but provide a general picture of human EI.

Assessment of applicant behavior out of a job interview

You will have to explore how interviewees interact with strange people. This evaluation can be implemented using security guards, office assistants or any other corporate employees that can be faced by candidates before the interview. Afterwards, you should analyze whether they are polite and friendly. You will find out how applicants can get along with others based on their ability to make a talk with a stranger.

Moreover, you can invite jobseekers to breakfast or lunch. Ask a waiter to pretend to confuse orders and monitor the candidate’s reaction. If they go easy on the situation, it means the ability to understand someone else’s emotions.

Review of recommendations

Contacting previous employers, you can estimate the candidate’s behavior characteristics and discover how he or she has communicated with former colleagues.

You should ask recommendation authors about how the jobseeker has dealt with mistakes and interacted with surrounding people.

Reviewing the answers, you can realize the interviewee’s social skills and behavior in stressful situations.

Individual type assessment and role games

Organize tests to determine psychological and social qualities of candidates. The results will be an additional tool for studying applicants.

Role games mean modeling a situation allowing to find out how people behave at certain circumstances. For instance, you can offer jobseekers to handle the problem with a client delaying payment. Thus, you will see how they interact with people and meet challenges.

Stages of corporate EI advancement

Stages of corporate EI advancement

Personnel EQ is a figure that can be improved. It can be conducted in several steps.

  1. Prepare employees for coming changes. You should spark the team’s interest in future introductions. You should explain how EQ advancement can affect personnel productivity and business performance. For example, you can carry out a test for the EI level.

  2. Arrange specialized training. Prefer programs with practical lessons and classes allowing specialists to analyze staff behavior. Training will be more beneficial if you can ensure the team that it will help to enhance their productivity.

  3. Turn employees to program adoption. You should recognize team members with evolved EI. Explain the training program benefits and allow them to participate in its implementation.

  4. Introduction of the educational program. The final stage lasting several months implies training courses. HR specialists should monitor personnel emotional state to make training as fruitful as possible. Talk to your team members more frequently and supervise their behavioral changes.


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