What do you do if your employees lack emotional intelligence and it's affecting their engagement?

Encourage open communication and provide constructive feedback to help employees understand the importance of EI in their professional growth and interpersonal relationships. 🎯For instance, implementing regular EI assessments and coaching sessions can help employees recognize their strengths and areas for improvement. 🎯Fostering a supportive and inclusive work culture can encourage employees to cultivate their EI skills and actively contribute to a more engaged and harmonious workplace environment.

Engagement & EI are corelated in so many ways, that helps you in your personal and work space. Its best to let the employee take an EQ survey, but there is no harm in gathering intelligence from observations made around meetings, work gatherings, and some of your own interactions.

Assessing the situation is crucial before intervening in cases of low emotional intelligence (EI) among employees. Understand how they exhibit low EI: Are they unable to express feelings, lack empathy, or struggle with impulse control? Evaluate how this affects work quality, relationships, and morale. Gather data through surveys, feedback, or observation. Encourage self-assessment using tools like EQ-i or MSCEIT. This groundwork ensures interventions are tailored and effective.

En mi experiencia, he implementado la autoevaluación de la inteligencia emocional entre los empleados utilizando herramientas como el EQ-i o el MSCEIT. Esto ha permitido identificar fortalezas y áreas de mejora, fomentando un ambiente de crecimiento y desarrollo personalizado dentro del equipo. Por ejemplo, durante sesiones de desarrollo profesional, invité a los empleados a completar uno de estos cuestionarios para evaluar su inteligencia emocional. Posteriormente, discutimos los resultados de manera individual o en grupo, centrándonos en identificar fortalezas y áreas de mejora.

You can assess the situation through three different lenses: 1. Enteprise 2. Collective/Team 3. Individual 1. What is the culture like and how safe do people feel to open talk and express their emotions? 2. What is the leadership like in fostering emotional intelligence and psychological safety? 3. How self-aware is the individual and how conversed are they in self-regulating their emotions?

In my experience as a seasoned manager, addressing low emotional intelligence among employees requires a strategic approach. After thorough assessment, I design a personalized coaching or training program targeting their specific EI deficiencies. Utilizing methods like role-playing, case studies, and interactive simulations keeps the learning engaging and applicable. I also leverage external resources such as books and online courses to supplement our efforts. Consistent feedback and reinforcement are crucial throughout the process to ensure lasting improvement and a positive impact on team dynamics

It is best to coach the individual post looking at his/her EQ survey, this not only helps you see why they lack the engagement but also opens doors to share some best practices, involve him/her in interactive conversations to get comfortable and increase their engagement level. Introduce them to some interesting articles, books etc. that can help too.

En mi experiencia, el uso de una variedad de recursos es esencial para enseñar habilidades emocionales de manera efectiva. La clave es hacer que el aprendizaje sea relevante, atractivo e interactivo, proporcionando retroalimentación continua y refuerzo a lo largo del proceso. Incorporar métodos tradicionales y tecnológicos, como presentaciones, discusiones en grupo, actividades prácticas y herramientas digitales, permite crear experiencias de aprendizaje dinámicas que promueven el desarrollo de habilidades emocionales de manera significativa.

Make sure you use a learning path so that you can develop a longer-term result, and not a quick fix through one training. 1. Raise Awareness 2. Build Understanding 3. New Habits Ultimately, you want people to do things differently at work, because the old way of working no longer results in the desired business outcomes. This requires shift in perspective, through awareness. It requires new habits based on understanding the WHY first.

As a Manager, I actively observe for signs of improved emotional intelligence (EI) among my team members. Additionally, I pay attention to how employees handle conflicts or difficult situations, noting instances where they demonstrate empathy and effectively manage emotions. I implement the following strategies: Recognition : I publicly acknowledge and commend employees for their EI growth, highlighting specific instances where they've demonstrated empathy, self-awareness, or effective communication. Opportunities for leadership roles: I offer individuals who exhibit strong EI the chance to take on leadership responsibilities or lead projects that require strong interpersonal skills.

As a leader, it's imperative that you model your own thoughts and behaviors that compliment your EI, which somehow makes the appreciation even more authentic or validated. Recognition and appreciation have the power to uplift and motivate someone to soar higher when it comes to engagement. Tell them what's working well, what they need to continue, support them by giving them opportunities to showcase their skills and overcome any obstacles.

Una actividad efectiva para fomentar una cultura positiva y de apoyo es el "Círculo de Apreciación". En esta actividad, los miembros del equipo se turnan para expresar aprecio y reconocimiento hacia otros colegas, destacando sus contribuciones y cualidades admirables. Esta práctica promueve relaciones interpersonales sólidas, fortalece la confianza y el compromiso, y desarrolla la inteligencia emocional al permitir a los participantes expresar sus emociones de manera positiva y constructiva.

There is nothing more powerful to build trust than by walking the talk. We often see these in organisational cultures that people resist change, because why should they make an effort if leadership at the top is exempt?

Pour enrichir la communication entre pairs et renforcer l'assurance-emploi de vos employés, envisagez d'instaurer des séances de feedback constructif. Encouragez les collaborateurs à partager des retours honnêtes sur la manière dont leurs collègues gèrent les situations émotionnelles. Ceci favorise un dialogue ouvert, permettant à chacun d'apprendre des autres. De plus, créez des binômes ou des groupes de travail temporaires pour des projets spécifiques, afin de stimuler la collaboration et la compréhension mutuelle. En travaillant ensemble sur des tâches concrètes, les employés peuvent développer des compétences émotionnelles et renforcer leur capacité à s'adapter aux dynamiques de groupe.

Creating the environment of psychological safety is imperative to build trust..this automatically opens doors to collaboration between coworkers, reportees. Are you able to say, 'I have a problem I need help". Be transparent, receptive and encourage it...but also keep in mind the boundaries when it's a work environment.

In my experience collaboration comes with a dialogue. The moment you feel your emotions are at unrest strike a conversation and speak up. Who do I speak to? The person you feel can guide you the path and can support you to channelise your emotions and become a better version of yourself. With so much happening around we can’t afford to keep everything to ourselves and we definitely need someone to talk to and take guidance from. Reach out, talk and collaborate.

Encouraging peer support and collaboration is pivotal for enhancing employees' emotional intelligence (EI). I foster a safe and trusting environment where team members freely share feelings, opinions, and experiences, facilitating mutual learning and understanding. Engaging in team-building activities like icebreakers and collaborative problem-solving exercises promotes teamwork and EI skill development. By nurturing social awareness, relationship management, and a sense of belonging, we cultivate a cohesive and empathetic workplace culture conducive to personal and professional growth.

A great way to instil and develop a culture of emotional intelligence is to appoint change agents who have high levels of EQ, and who are also very versed in leveraging their EQ. Then people from across the workforce can relate to them and will feel more incentivised to develop a similar behavior, especially when there is positive reinforcement in place from leadership.

From conducting thousands of TACK/TMI's PEQM™ debrief sessions, the one habit that increases EI consistently is taking time out on a daily basis to reflect on what happened during the day, how did I react, how did others react and what does that tell me. I would certainly encourage the employee to do this. Journaling can help.

Pour stimuler l'intelligence émotionnelle de vos employés et améliorer leur engagement, envisagez d'encourager des conversations ouvertes sur les émotions au travail. Intégrez des exercices de gestion émotionnelle pratiques et des sessions de remue-méninges pour renforcer leur réactivité et leur adaptabilité. Favorisez le mentorat pour le partage des compétences émotionnelles et explorez des applications ou plateformes en ligne dédiées au développement personnel. Enfin, intégrez des activités de team building axées sur les compétences émotionnelles pour renforcer les liens d'équipe. Ces approches innovantes peuvent contribuer à créer un environnement de travail émotionnellement intelligent, favorisant ainsi un engagement plus fort.

When employees lack emotional intelligence, it can impact engagement. Start by fostering awareness through training and coaching sessions. Encourage empathy and active listening. Implement feedback mechanisms and recognize efforts to improve. Emphasize the importance of emotional intelligence in teamwork and leadership. Consider restructuring roles or providing resources for further development. Ultimately, create a supportive environment where emotional growth is valued and rewarded.