Nurturing Emotional Intelligence in the Workplace

As we navigate our way in the modern workplace, the need for emotional intelligence among employees is not just beneficial but essential for overall wellbeing. Emotional intelligence encompasses the ability to understand, manage and express our emotions effectively, as well as the capacity to recognise and respond to the emotions of others.

The effects of emotional intelligence

One of the many reasons why emotional intelligence is crucial in the workplace is its impact on staff performance. Forbes highlights the results of a study that concluded: “90% of top performers scored highly for emotional intelligence. A study conducted by a Motorola manufacturing company site found that employees were 93% more productive after undergoing stress management and EQ training”

Research has also shown that those with higher levels of emotional intelligence tend to experience lower levels of stress, anxiety and burnout, leading to improved mental health and overall wellbeing. By developing skills such as self-awareness, self-regulation, empathy and effective communication, employees can better manage their emotions, navigate conflicts and build stronger relationships with their colleagues.

Emotional intelligence plays a significant role in enhancing teamwork and collaboration within organisations. When we’re able to understand and regulate our emotions, we’re more likely to communicate openly, listen actively and resolve conflicts constructively. This, in turn, creates a positive work environment with trust, respect and mutual support, which is vital for employee engagement, productivity, and job satisfaction.

Ways to nurture emotional intelligence in the workplace

Provide training

Organisations can implement various strategies and initiatives aimed at supporting their employees' development in this area. One effective approach is to provide training and workshops, where employees can learn about the core components of emotional intelligence and practical techniques for enhancing their emotional awareness and management skills. These training sessions can include activities such as self-assessment exercises, role-playing scenarios, and group discussions.

Practice mindfulness

Encouraging the practice of mindfulness and self-reflection among employees can also improve emotional awareness and self-regulation. Mindfulness exercises, such as meditation and deep breathing techniques, can help us become more attuned to our emotions and thoughts, enabling us to respond to stressful situations with greater clarity and composure.

Open communication

Providing feedback and engaging in open communication can significantly contribute to the development of emotional intelligence. Encouraging employees to provide and receive feedback in a constructive and non-judgmental way promotes transparency, trust and accountability, creating a safe space for self-expression and continuous learning. Managers and leaders can model effective communication and empathy by actively listening to their team members, acknowledging their emotions, and providing supportive feedback that is specific, actionable, and respectful.

Diversity and inclusion

Another key aspect is to promote diversity and inclusion, as this is essential for encouraging empathy, understanding, and respect among employees. By creating a work environment that celebrates and values individual differences, managers can help employees feel a sense of belonging, build meaningful connections, and collaborate effectively.


Emotional intelligence in the workplace is not just a nice-to-have but a must-have for enhancing employee wellbeing, encouraging teamwork and driving success. By investing in the development of skills using the methods above, we can create a positive work environment where employees feel supported, valued and empowered to thrive.

How Emotional Intelligence Can Benefit Managers

We've all been managed by incredibly smart people in their field who have risen through the ranks but who are not natural managers. And then there are the people who colleagues are drawn to for guidance even though they're not the manager. So what is it that sets these two groups of people apart?

Emotional intelligence 

When psychologists John Mayer and Peter Salovey published their theories in 1990 on how we process emotional information, the term 'emotional intelligence' was coined. Their findings provided fantastic insights into how processing emotional information could be used to promote social success, improve leadership skills, and even lead to happier relationships. The concept of emotional intelligence answered the question that some looking to progress in their careers had been asking for decades: why doesn't having a high IQ automatically translate into being a good leader? There are many situations in which leadership skills are needed, from teachers to tutors, to managers and even parents, but some are clearly better at leading than others.

The four areas of emotional intelligence

Mayer and Salovey presented four areas or ways in which one could exhibit emotional intelligence:

1. Being aware of emotions at a non-verbal level
2. Being able to use emotions to inform cognitive thinking.
3. Deciphering the information relayed by emotions and also the resulting actions.
4. Effectively regulating your own emotions, for your own sake and for the sake of others

How can emotional intelligence benefit managers?

Being self-aware can lead to a more trusting workforce As a manager, knowing your own strengths and weaknesses and how your emotions affect you and others can benefit both you and your employees. Do you find yourself taking things personally? Perhaps stop and reflect on how your emotions could influence your actions at work and how you react to others so that your employees can be confident in your decisions.

Practising empathy and open communication for a happier team  Being socially aware of situations can give you better insight into how your employees are feeling. Does your office work in cliques with some colleagues preferring to work with friends and leaving others out? If so, do you need to address this to improve relationships in the workplace? If an employee is isolating themselves when they usually wouldn’t, could this be a sign of underlying issues?

Foster a culture of communication by letting employees know they can communicate with you or with other clearly signposted groups or individuals. Unaddressed stress and anxiety in the workplace can lead to demotivated employees, high sickness rates, and ultimately poor results. Being emotionally aware can help to prevent this and make for a happier, more productive workforce.

Being aware of your own motivation can help to motivate others  As a manager you should not only reflect on the needs of your employees, but on your own emotional wellbeing too. Question what motivates you in your working life and how can this help to motivate others?

Do this by:

• Reflecting on why you took this role in the first place and if it still makes you happy. If you’re finding it tricky to remember what attracted you to this job, try writing down any bugbears and see if there are any solutions that will result in you being happy in your role once again.
• Involve employees in setting goals so they can be motivated too. You may already have your own goals, but by encouraging employees to be involved as a team, they will be more inclined to want to reach these shared ambitions.