How can HR professionals raise Emotional Intelligence in their organisation?

How can HR professionals raise Emotional Intelligence in their organisation?

Posted Jul 23rd, 2015 by Expedite | 0 comments


It has become increasingly apparent that for an organisation to be successful, its employees need to become more emotionally intelligent. When you work and interact with people in the workplace you are invariably interacting with their emotions. Research indicates that employees that have a high emotional quotient can overcome minor indifferences and focus on what needs to be achieved for the greater good of the team. Such people will also be able to resolve more serious conflicts and learn from any disagreements that might arise.

An emotionally intelligent organisation shows increased productivity because the people in such organisations share strong connections and are able to work more effectively with each other.

Create a more emotionally intelligent work force

  • Educate employees about the benefits of Emotional Intelligence (EI)

The first step towards creating a more emotionally intelligent workplace is teaching existing employees about Emotional Intelligence. Be sure to include senior management executives in this exercise. Use existing research to show that EI creates stronger leaders and high performers across all functions. You can also measure the relationship between key business drivers and Emotional Intelligence in your organisation.

  • Hire employees who exhibit a high EI

As an HR professional it is your responsibility to hire individuals who will benefit the company in the long run and be able to work as part of a team. You can use Emotional Intelligence parameters like perceiving emotions, reasoning, empathy and managing emotions when directing questions towards a potential employee. These behavioural questions will give you a deeper insight into whether an individual has a high Emotional Quotient and would make a valuable employee.

  • Evaluate employees against EI criteria

Get a better understanding of the existing employees in your organisation, by measuring and rewarding them against EI criteria. You can also choose from any of the existing Emotional Quotient tests to get an idea of which employees already have a high EI and which require help to raise their EI levels. These tests are designed to assess how employees perceive themselves and each other and how they react to difficult situations and emotions.

  • Integrate EI into performance management systems

You can integrate the language of EI into reviews, planning processes and other methods that measure the performance of your employees. Be clear about the behaviours that are expected for each capability so that the employee is clear on what is expected of him/her. This ensures that EI becomes a regular practice, rather than a one-off activity.

  • Offer training to improve emotional competence

It is very important to offer training in the way of professional assistance, conferences and workshops to further improve the Emotional Intelligence quotient in your organisation. EI training should be offered at all levels within the organisation and can also be included in the orientation process for new employees.

The Strategic ‎HR ‎Taskforce 2015 meeting challenged your take on ‎Emotional Intelligence and how it applies to HR and beyond. The networking lunch was an opportunity to share your EI stories so you could take away ideas to build stronger, more successful HR teams. Please find details here:

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