Why emotionally intelligent managers will increase your employee retention

6th July 2016

Following recent meetings with some of our clients, here at Innovationbubble we have decided to write a series of articles which will address the questions our clients often ask.

Our colleague Dorothy Spry is a behavioural psychologist, expert in workplace psychology and has shared with us why Emotional Intelligence training is essential for managers.

In a growing economy where often there are more jobs than candidates, businesses acknowledge the importance of retaining employees. Recent studies found that 60% of employees are not working as hard as they could and managers seem to be a key moderator for employee efficiency.

With tight deadlines and slim budgets, managers have to find ways to motivate their people.Gone are the days where people were only hired based on their professional skills alone. In a globally connected community, company culture is on everyone’s lips and emotional intelligence is the glue that keeps everything together.

Although much has been written about it, emotional intelligence (EI) doesn’t seem to have made it in HR and management training programmes. Why is that?

Developing a high level of EI is a skill that would benefit adults in any field. The ability to closely examine your emotions and thoughts before making decisions or responding verbally leads to more successful work environments and to healthier people.

People who operate with a high level of EI have more successful work relationships with colleagues and superiors, have greater work success and higher work satisfaction.

Which ultimately translates into a lower staff churn for the business. Their ability to self-manage affords them a heightened self-awareness that is utilized to govern their actions – personally and in relation to others – which leads to reduced stress and maximised skills.

In the past when hiring new employees, HR Managers have focused on the work output skill set of prospective hires or years of training and experience related to the position available. While those qualifications are important to performing work-related tasks, it is equally necessary that the person or persons joining the workplace are emotionally intelligent and mature self-managers.

But isn’t emotional intelligence like leadership? You’re either born with it or you’re not?

It’s possible that the makeup of one’s past experiences could influence the level of EI one presently possesses, however, as with leadership, EI can be easily trained.

The first component of exercising a positive EI is to ask yourself what you are feeling at the time. Knowing what emotions are at the surface of your mind before reacting will help you to respond positively and decrease the chances of prolonging or intensifying issues.

Consider the following scenario.

A staff meeting has been scheduled, and is set to begin but several employees have not arrived yet. The HR Manager is standing at the front of the room ready to present information as the tardy employees loudly enter the meeting and do not apologize for the disruption.

There are many scenarios where things could go wrong here. Fortunately, this HR manager has a highly developed EI and recognizes that he must act.

First he acknowledges that he is slightly angry. But, he also understands that anger is a secondary emotion, and not the emotion he wants to respond with. Instead he admits to himself that he is hurt and disappointed that they chose to disrespect him and exhibited disregard for their work responsibilities.

Inhale, exhale, continue.

Acknowledging and accepting the hurt and anger allows the HR manager to put those emotions aside until they may be addressed in the proper setting and return his focus to conducting the staff meeting successfully as planned. Having a High EI has equipped him to face emotions in a healthy manner; he rules his emotions they do not rule him. This principle applies to performing his work tasks as well as interacting with colleagues.

Emotions are part of us and part of our work personality. Coaching your managers to be smart about how and when to control them will help create a culture where everyone feels they belong.

If you have any questions, get in touch with us at [email protected]

Dorothy Spry – Innovationbubble

Read on LinkedIn here: https://www.linkedin.com/pulse/why-emotionally-intelligent-managers-increase-your-andra-magerusan

Author: Innovationbubble