Why Emotional Intelligence Matters at Work

Emotional intelligence is one of the most powerful skills we can develop—especially in the workplace. It shapes how we understand ourselves, connect with others, and respond to challenges. But what does it actually look like in everyday life? Let’s start with a simple example.

Imagine you're in a group of friends...

One of your friends looks upset. You notice it right away, even though they haven’t said anything. You gently ask if they’re okay, and they open up about something that’s bothering them. You listen, understand how they feel, and say something comforting. That’s emotional intelligence in action.

So, what is Emotional Intelligence?

In simple terms, emotional intelligence is like being smart with feelings. It means:

1. Knowing how you feel 2. Understanding how others feel 3. Handling emotions in a calm and kind way

The Power of Emotional Intelligence at Work

Leaders with emotional intelligence inspire and motivate their teams, creating a more positive and productive work environment. It also contributes to better decision-making, as emotionally intelligent individuals can stay composed under pressure and consider both logic and empathy. On the other hand, employees with high emotional intelligence communicate more effectively, leading to fewer misunderstandings and stronger collaboration. They are better at managing their own emotions and understanding others’, which helps in resolving conflicts calmly and respectfully. Emotional intelligence in the workplace offers a wide range of benefits that enhance both individual and team performance.

According to the Global Culture Report 2025, five key elements define emotional intelligence in the workplace:

1. Practical Empathy – Genuinely understanding and responding to others’ emotions in real time, not just sympathizing but acting with care and consideration

2. Self-Awareness – Recognizing your own emotions, triggers, and how your behavior affects others

3. Nimble Resilience – Staying calm and adaptable in the face of stress, setbacks, or change

4. Equitable Flexibility – Balancing fairness with adaptability, especially when working with diverse teams or navigating different perspectives

5. Communication Skills – Expressing yourself clearly and listening actively, even during difficult conversations.

What Happens When Emotional Intelligence Is Missing?

While a lot has been written about the benefits of EQ at work, not much is said about what an EQ deficit looks like in an organization. A lack of emotional intelligence often leads to conflicts and misunderstandings, primarily due to an inability to recognize or understand emotions—both one’s own and those of others. One of the most noticeable signs of low emotional intelligence is difficulty in managing and expressing emotions appropriately. This can manifest as struggling to acknowledge colleagues' concerns, reacting impulsively, or failing to engage in active listening. Such challenges can hinder effective communication, damage professional relationships, and create a tense or unproductive work environment. Ever been in that situation?

Most of us, at some point in our careers, have encountered leaders or organizations low on EQ. Unsurprisingly, these workplaces often experience higher attrition rates and lower engagement scores.

The Antidote: Practice Emotional Intelligence

To effectively apply emotional intelligence at work, organisations will need to create policies, resources, and support leaders to practice and reward it. Doing these two things can build trust, foster belonging, and create healthier, more successful workplaces:

1. Encourage Leaders to Demonstrate EQ Behaviours: Train leaders to not only listen but to also take action and support employees. Build a culture where leaders acknowledge mistakes and take accountability.

2. Use Recognition to Help Develop Emotional Intelligence: Recognition helps employees hone their EQ skills of empathy, self-awareness, and communication. It can also encourage and reinforce EQ behaviors, so recognize employees and leaders who participate in EQ training or demonstrate EQ skills. Share those stories so others can see the importance of these behaviors in the workplace. And make EQ one of the formal reasons employees receive recognition in your recognition tools.

If you have reached so far and would like to know more on how you could integrate recognition in the fabric of your organisation and the best practices, this page would definitely help -> Integrated Recognition: What does it look like?