Advantages of Emotional Intelligence for Organisations

For many years, emotions have been practically ignored in the business world because success has commonly been valued by performance, how well your CV is prepared and work techniques.

Nowadays, these are not the only requirements for landing a job. The current work environment can be characterised by being highly competitive and pressuring employees for results and efficiency. However with that in mind, the following points are some of the most demanded factors required by organisations.

  • Knowing how to listen and communicate effectively
  • Adaptability and creative responses to obstacles and setbacks
  • Team spirit, ability to negotiate and resolve disagreements that arise in work groups
  • Personal mastery, self-confidence, motivation to work towards an objective, etc.
  • Efficiency in the organisation, desire to contribute, potential for leadership, etc.

All of these aspects deal with emotional intelligence, or rather the ability to identify, understand and regulate personal emotions and those of others around you.

Many organisations have come to realise that the key to success lies in the degree to which their workers understand and control their emotions and know how to recognise those of others around them. This has given way to organisations, in addition to academic requirements, focusing on other emotional factors that might make that person an ideal employee.

As a result, it is a common tendency to search for and encourage emotional intelligence in all organisation positions. In fact, many human resources departments are adjusted to the emotional profile that each employee should cover for their position. For example, a job in the claims department and/or customer service requires employees to keep their feelings under control and manage their interactions according to the organisational objectives. So, since they will almost definitely have to deal with difficult clients or customers, they should be capable of identifying their own emotions and not allowing their anger or frustration to interfere in them rationally analysing the situation so that they can stick to the objective of finding solutions and common ground.

These are just some of the advantages of using emotional intelligence within organisations:

  • Channelling emotions and behaviour is fundamental for the development of organisations and achieving objectives.

For example, some of the most common emotions at work include satisfaction, enthusiasm, confidence, etc. but also anger, deception, frustration, etc. Both of these types of emotions are reactions to internal or external events that are not inherently positive or negative for the organisation. Whether these emotions become beneficial or harmful for the organisation depends on employee emotional intelligence and how they are able to manage their emotions.

  • Adequately developing emotional intelligence helps optimise work performance, communication and good team work.
  • Reducing and even preventing conflict by opening up communication and creating an environment where ideas and emotions are validated.
  • Developing emotional intelligence helps to discover internal leaders and optimises leadership skills for management positions.
  • Encouraging acceptance and adaptation to change as employees will know how to recognise and handle their own fear and uncertainty.
  • Reducing the amount of people leaving their positions because they feel unappreciated and undervalued professionally and as a person. Using emotional intelligence to increase self-esteem above work experience, both positive and negative, translates to an increase in personal satisfaction and performance in general.

However, emotional intelligence on its own does not guarantee success for organisations. Having emotional intelligence is not the same as knowing how to use it. Imagine a singer that has a large register in their singing voice but has never received any formal training. Despite all of the qualities they may possess, without formal music training it is less likely that they will have any success in the music industry.

Valuing and recognising employee emotions has been seen in big business but curiously is not as common for small businesses. What is your opinion on the matter? Make sure to leave a comment below!

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