Emotional intelligence is the ability to identify, understand, and manage one’s own emotions, as well as the emotions of others. It is becoming increasingly important in the workplace as employers realize its value in creating a productive and supportive work environment. Saniya Sharma, a lawyer specializing in dispute resolution and international arbitration, created Peoplenovate to help create supportive working environments that aid performance.
“Human potential is the most valuable raw material,” says Sharma. “The right mix of quality opportunities, support, and nurture fuels creativity and innovation.” According to Sharma, organizations should focus on a candidate’s emotional intelligence from the very beginning of the onboarding process.
The workplace is changing and today’s employees are wanting more of a human touch from their jobs and employers. Employee retention has become a hot topic of discussion within the workplace — and it’s not just about keeping employees provided with snacks in the communal kitchen. According to the US Bureau of Labor Statistics, between 76% and 94% of employees would stay if they felt valued and if there were opportunities for long-term growth and learning presented to them by their employer.
The workplace is becoming human
In order to establish an emotionally intelligent workplace, the change necessary to achieve this must be initiated from the top down. Emotionally intelligent leaders cultivate an emotionally intelligent workplace, leading to better communication and more employees who feel heard and valued. Not only that, but when paired with consistent feedback, an emotionally intelligent workplace makes continued learning and personal growth a part of the workplace’s norm. In fact, Zippia’s 2023 study found that 65% to 69% of employees want feedback and would work harder if their efforts were being recognized.
“This is why it’s important to recognize that everyone has a different style and preference of communication,” Sharma remarks, noting that there are four different types of people: secure, ambivalent, avoidant, and disorganized. When people understand who they are and their own emotions — as well as those of others — they can communicate clearly, listen more effectively, and respond more appropriately. The result is a more positive and productive work environment, where everyone feels heard and understood.
Open communication cultivates a culture of respect and consideration within the workplace. This helps promote mental health and well-being which, in turn, helps employees and their employers find a better work-life balance. By treating employees with professional respect, employers will experience much lower turnover.
Recognizing that humans are complicated social creatures
Adopting an approach to improving emotional intelligence in the workplace can increase empathy and understanding. When individuals are able to understand and relate to the emotions of their colleagues and clients, they can more easily foster stronger relationships with them, which can lead to improvement in teamwork, increased trust, and more positive outcomes.
Empathy and being considerate of employees’ well-being, however, isn’t enough. In light of this, Sharma suggests that managers “establish incentives to encourage the development of both personal growth and prosocial behaviors.”
In recent years, organizations and HR managers have tried to prioritize empathy, understanding, and overall kindness in their company culture. Yet the question remains as to how these qualities are being tracked and measured.
To this end, Sharma challenges leaders to think about their EQ deliverables and how these relate to employees helping to increase overall company profitability. “Are they simply doing their job,” she asks, “or are they going above and beyond and helping those around them to reach their numbers?”
This is why she always suggests companies incentivize emotionally intelligent behaviors related to their overarching goals. “Human beings want to be good and do good,” Sharma summarizes. “This is a given. What’s not immediately obvious is how to pair that with personal satisfaction.” This is where recognizing each individual’s learning style and optimal growth paired with emotional intelligence will go much further than a one-size-fits-all approach.
Employees, as well as managers and company leaders, are inherently emotional creatures. It’s important to recognize that they can’t simply switch these off when they walk through the door, but there are ways to help minimize their emotions and how they can dictate one’s entire day. Recognizing that humans are multifaceted and require some level of autonomy (depending on what type of person they are) will help them become better employees and, therefore, make them less likely to leave their position. A summative study conducted in 2021 by IRMI found that “employees are 400 percent less likely to leave their job if they have a manager with high emotional intelligence.”
The goal of emotional intelligence in the workplace, according to Sharma for Peoplenovate, is twofold. First, it is to help organizations recognize the power of their people to increase productivity and drive growth and innovation. Second, it is meant to help employees maximize their opportunities to achieve their full potential, without forgetting who they are as a person. Prioritizing the recruitment and cultivation of emotional intelligence can give your organization a considerable edge in the competition for top talent.
