What should you promote in an employee 2


When considering who you want in your company, there are many factors aside from someone’s skill level to consider. For example, you can have the best doctor in the world, but if he treats others badly, you might want to consider hiring him.

An important and often overlooked ability is emotional intelligence. This is the ability to perceive, control and evaluate emotions. Emotions have an impact on others and not having a handle on them could have severely negative effects. Considering that so many workplaces involve working with others – whether clients or colleagues – it is important we then understand how to develop emotional intelligence.

Indeed, in an article for the Harvard Business Review, executive search consultant Claudio Fernández-Aráoz notes:

“My conclusion about emotional intelligence based on this experience? I can’t emphasize enough the crucial importance of EI-based competencies for success in leadership roles.for success in leadership roles.”

Psychology expert, Kendra Cherry, details four branches of emotional intelligence.

The first is “perceiving emotions”,, which focuses on understanding emotions. This branch aims at accurately understand what emotions you are experiencing and why. As Cherry notes, “this might involve understanding nonverbal signals such as body language and facial expressions.”

“Reasoning with emotions” focuses on using emotions to promote thinking and cognitive activity. We tend to respond more to the things that capture our attention. In this way, our emotions can help us prioritise what we’re giving attention to.

The third branch, “understanding emotions”, is almost speaking the language of emotions. This means you ability to recognise why someone is experiencing certain emotions. Is someone truly angry with you or did they have a rough day?

Perhaps most important to emotional intelligence – and to a work environment – is what Cherry calls “managing emotions”. She writes:

“Regulating emotions, responding appropriately and responding to the emotions of others are all important aspect of emotional management.”

Already you can see the importance of emotional intelligence, as this is the ability to interact with other people. After all, we are not robots. We also communicate and manage our emotions and, thus, must do so for others. If we want the best employees it might be wise to send them for emotional intelligence training courses. This will create a more cohesive, productive work environment.

 

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2 thoughts on “What should you promote in an employee

  • Christine Maritz

    Hi Hannes

    Psychometric testing of workers or job applicants is illegal unless the tests –

    • have been proved valid and reliable;
    • are fair to all workers; and
    • do not discriminate against a worker or group.

    It is difficult to prove why you do not want to appoint a person, should that applicant feels he has all the skills, experience, abilities for the job.  The onus is then on the employer to prove that you did not discriminate against the person.  

    Workplaces that consist of all races, types of personalities, backgrounds, etc. prove to be more successful than the same type of personality, as there is no personality that is a typical fit for all.  Emotional intelligence surely has its place, absolutely, but that is also something than can be learnt with time and experience.  And for people that start with trouble after being permanently appointed… that is something you won’t necessarily pick up with psychometric testing beforehand, that is nothing but someone who takes chances and doesn’t appreciate his/her job – for that, there is the labour law and discipline.  Not even getting a reference from a previous company, will give you that information, but the lack of giving the information can also be an indication that the person does not have a good track record – so do follow up with previous employers.

  • Hannes Pieterse

    The question for me is how to recognize and even evaluate such emotional intelligence during the selection and appointment process. It is my perception that such a process is to expensive for any small business and the employer normally appoint on a gut feeling due to lack of basic tools available. The employee on the other is on his / hers best behavior until the so called 3 months probation is finished and then the true colors appears. It is my view that a set of tools be available before appointment.