How Emotional Intelligence Benefits Human Resource Departments

HR Resource
May 17, 2012 — 3,661 views  
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Emotional intelligence (EI) can play a key role in the work of human resource professionals, as it offers them insights into workers' learning and development. Additionally, this comprehension may help HR managers identify organizational behavior trends, which might lead them to develop programs that promote healthy communication in the workplace.

EI gives human resource supervisors the opportunity to explore emotions and the effects they could have on the workplace. Emphasizing EI might help create a happier work environment for workers and supervisors, potentially increasing productivity across your organization.

If you understand the four attributes of EI - self-awareness, self-management, social awareness and relationship management - you can best achieve your desired results.

Self-awareness

With self-awareness, a person could identify how emotions impact his or her behaviors and thoughts. This could affect workplaces by allowing employees to see their strengths and weaknesses, which could help to build self-confidence.

Human resource managers can promote self-management in the workplace through regular feedback and periodic reviews. For instance, an employee who thrives in a certain area could receive positive reinforcement from his or her direct supervisor. Meanwhile, this worker might respond well to advice and words of encouragement regarding a task he or she struggles to complete.

Self-management

Having control of your impulses and feelings is critical to success in the workplace. Employees who can manage their emotions during bad and good times might be more likely to stay content and productive.

Adaptability could also make a difference for human resource supervisors. If these managers encourage workers to take the time necessary to manage emotions throughout the day, they could maintain a healthy, productive environment. Offering employees simple tips such as taking a 15-minute break or meeting with a workplace counselor could prove valuable for workers, their peers and their supervisors.

Social awareness

Those who can pick up on the social cues of others, feel comfortable in groups and notice dynamics that affect such interactions possess social awareness. It's important to know your role in various settings, and human resource managers that promote social awareness could help their employees in a variety of ways.

For example, an HR professional who sets up employee workshops might help workers develop social awareness. Employees can reenact common situations, and this may help them develop a comfort level with the scenarios as well as with their peers, potentially creating a better environment for all.

Relationship management

Most relationships have ups and downs, and human resource supervisors can encourage communication among employees and supervisors to improve this. Organizations may inspire their workforces to perform well in environments that feature open communication.

In such a workplace, there will be minimal communication limits. An employee will feel comfortable approaching his or her manager about any topic, which could allow them to feel valuable to the organization. This worker might be more productive in the long run, as he or she knows the doors of communication are always open with peers and supervisors. 

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