You’re struggling to engage your employees. How can you use Emotional Intelligence to turn things around?

The most powerful tool in the EI toolbox is active listening. Ensuring you have a clear understanding of an individuals "why" provides you the most important piece to ensure meaningful employee engagement

1. **Understanding emotions:** Recognize and acknowledge your employees' emotions and concerns. 2. **Active listening:** Hear their perspectives and concerns without judgment. 3. **Empathy:** Show genuine care and understanding for their feelings and experiences. 4. **Communication:** Foster open, transparent communication channels for feedback and discussions. 5. **Recognition and appreciation:** Acknowledge their efforts and contributions openly and regularly. 6. **Support and guidance:** Offer support and guidance to help them overcome challenges. 7. **Building trust:** Cultivate a culture of trust and respect within the team. By leveraging emotional intelligence, you can create a more supportive and empathetic environment.

The first and foremost thing is to be absolutely honest about your feelings. Dejection - Rejection - Stress - Sidelining - Disrespect - Happiness - Excitement - Anxiety are all yours! As a normal person, you also feel it... There is no shame in being your true self and that's where the emotional journey starts Once upon a time ... the best manager I have had in my life so far had given me a remark in appraisal that I am emotional ... I acknowledged it and over the next 15 years, I converted that to my strength Please be aware of yours! Cheers

Prepare yourself first to be open to know the person , to be open to be attentive, & to be open to not make any judgement...seek permission from the person, build trust and rapport, listen to him/her completely with undivided attention.

Emotional Intelligence is key for success. I am not saying you can't be successful without it, but being cognizant on how you respond/react can give you tools and insight on how to prepare for when things go bad. It can also provide insight and a starting point on where you need to improve.

Knowing your employees is paramount for increasing engagement. The more you invest in them, whether that be time, training and authenticity, the more they will be engaged. The simple things, of knowing when their birthday is, their weekend hobbies and names of their family is important for creating a real bond between your team. Additionally, when you have good grasp on each individual, you can pair people up, or create teams based on their strengths and weaknesses, due to your understanding of the bigger picture. Time spent on getting to know your employees is beneficial to all.

Knowing your employees involves Empathy - stepping into other people’s shoes and imagining how it would be like to have their experiences. This brings into us values of kindness and generosity.

Es de suma importancia reconocer la motivación de cada miembro de tu equipo y empatarlos con sus personalidades, para algunos será más relevante el mejorar sus relaciones interpersonales, para otros el obtener conocimientos que les permitan desarrollarse técnicamente, como líder es tu deber detectar estas características y emplearlas para transmitir la ganancia que tendrán (profesional, personal, etc.) en cada objetivo que se le plantee al equipo.

Il est important de faire le point avec les équipes, pour donner du sens, visibilités sur les projets /dossiers à mener mais également pour conna?tre leurs avis, visions, les sujets qu'ils souhaiteraient travailler. Je trouve que cela est bénéfique à la fois pour le manager et pour ses collaborateurs.

You need to use you EI and listen to listen. If you are only listening to fill the time in-between what you want to say, then you are preaching not having a conversation. To help stay focused on the conversation use a trick like thinking to yourself, "I wonder what they will say next". By slowing down and being accountable you will unlock hidden potential in nearly every setting.

Our language- spoken and written- should reflect empathy. Saying ‘thank you’ and ‘sorry’ goes a long way in forging good connections and understanding. When your employees trust you, they feel encouraged to open up to express more freely.

A mon sens, pratiquer l'écoute active et essentiel. Il ne faut pas hésiter a laisser des silences, pour que "l'autre" se sente plus libre de communiquer. Cela peut être compliqué si on a un contr?le des impulsions bas mais en le sachant, on peut agir dessus. D'où l'intérêt de bien se conna?tre via le diagnostic EQI que je pratique.

Emotional intelligence enhances effective communication in engaging employees. It enables HR managers to empathize, actively listen, resolve conflicts, deliver feedback effectively, and provide emotional support. By incorporating emotional intelligence into communication practices, HR managers can foster a positive work environment that promotes employee engagement and well-being.

Establishing Emotional connect with the team is the most important role of a leader. Absence of EI based communication leads to the creation of "toxic culture" in the organisation. And that leads to good resources leaving for other opportunities even if there is little or no financial difference. A Happy employee can contribute much more & quality compared to any other. So do we really have a choice.

Have you ever noticed in movies how many conflicts could have been avoided with simple, effective communication or the absence of a misunderstanding? Of course, without these conflicts, there might not be much of a storyline for the movie. The underlying point is that communication starts within ourselves. At times, we tend to shy away from confrontations or avoid delivering uncomfortable truths because they can be challenging. However, embracing these moments presents an opportunity for everyone.

Part of collaborating productively includes being receptive to feedback. To understand the effect you have on the team as the leader of the team, you need to be open to feedback

Pour collaborer de manière productive, il faut a mon sens entre clair sur les attendus: - donner l'objectif du dossier à traiter, - le timing - les avantages, risques, difficultés dans ce dossier - Etre disponible en cas de difficultés pour aider son collaborateur a gérer son dossier de A à Z. Ne pas diaboliser les erreurs mais plut?t l'inviter à réfléchir comment il pourrait faire différemment la prochaine fois pour éviter que l'erreur se reproduise. Je pars du principe que l'on apprend toujours de ses erreurs.

When there’s trust and empathy between the employer and the employee, collaborative work becomes easy and even fun at times. When they know each other’s way of working, they can boost , help and enhance one another. Their joint strengths and talents benefits the entire organization.

WOW! This is something that one should tap . Everyone has a unique role to play in the ecosystem and specially being a leader, there is a very thin line between getting in and not getting in to the problem Understanding motivations of team , their abilities of solving problem and the gaps they see in their problem paths is the key. As a leader, make sure you help the team go towards solving problem ...Its important to make the team realize that they are owners of the situation ...everyone has unique strength to contribute to solve the situations and everyone should be allowed to play. This way it will help even the weakest member to gather greatest strength! Try it

With all the real competition found tops to bottom and from left to right in organizations today, the talk about collaboration is often pretty amusing. Competition and lack of EI is what drives the reality that Allwork.Space suggests a staggering 70% of CEOs and managers globally are considering leaving their jobs. McKinsey's research indicates 35% of global workers who left their jobs in the past two years cited uncaring leaders as a top reason. "Interdepartmental collaboration" remains an oxymoron. Until senior leadership steps back and realizes that not everyone loves to compete (note: senior managers are VERY successful competitors), and that many are REALLY tired of losing over and over. Think of the bottom 50%. Or the bottom 15%

Being a leader does not mean becoming an autocratic ruler. When the employer acts as a true leader, she / he leads by example. You want the work done before time? First you, the leader, put in extra hours of time. You want understanding from your team? First you practice understanding them. Leading by example has immense power. It involves walking the talk. And acting authentically, genuinely and real.

Adaptability is key: navigate trough changing situations with flexibility and resilience every single time Leading authentically involves modeling the values and behaviors expected from employees. Show sincerity, empathy, and open communication to inspire and motivate. Fostering an positive work culture, supporting employees' growth and development, ensuring they thrive in their roles. Consistent authenticity creates a foundation for trust and collaboration within the team.

Authentisch zu führen bedeutet auch, sich selbst und natürlich auch den Mitarbeitenden einzugestehen, dass du nicht perfekt bist. Fehler sind menschlich. Darüber im Team zu reden, baut Vertrauen und N?he auf. Die gewonnenen Erkenntnisse sind der beste N?hrboden, um gemeinsam nach vorn zu schauen.

To genuinely lead your team, it's essential to be real, self-aware, and open. Demonstrate the values and behaviors you want by doing inner work, being inclusive, creating psychological safety, seeking feedback, and being vulnerable. Inspire your team by being empathetic and—most importantly—authentic, while keeping the organizational mission in focus. Stay adaptable to changes by being flexible, resilient, and open to learning.

Use Every. Single. Opportunity. I have found that leveraging every interaction and means to communicate as a mechanism for responding to and requesting feedback is a great way to continuously reinforce that you’re listening to, engaging with and being responsive to employees concerns, suggestions and feedback. It’s one of the best ways to cultivate a culture of engagement and build trust across your teams.

Some of us are continual learners; we read a lot, we find considered alternatives, and we are constantly looking to do things differently. But Engagement and Effectiveness pretty much stink for many: Information overload: 70% of employees report feeling overwhelmed by the amount of information they need to learn in their jobs. (Microsoft, 2023) Low completion rates: Only 12% of online courses are completed, highlighting the difficulty of sustained engagement in self-directed learning. (Docebo, 2022) Inadequate training: Poorly designed learning programs with irrelevant content or ineffective delivery methods can result in wasted time and resources. (Bersin by Deloitte, 2023) Let's get more people to appreciate their own development.

Maybe sit with them for a few hours and do the job you have hired them to do for a few hours together, but use the time to also personally connect. Talk to them, observe them, learn more about their role, ask questions, share stories and thoughts, relax, discuss at some point how the role fits in to the larger picture, then smile shake their hand and say thank you when you leave. Remember their names, their struggles and their importance as you are faced with making Enterprise level decisions. If there was anything about the role, the conditions, the interfaces, or the experience you encountered that needed to be changed, silently change it to help them.

Sometimes by using your EQ, you recognize that the employee’s role (or even the company) might not be the best fit for them. Have an honest discussion about what you see so they can consider it and make the best choice for them.

Emotional intelligence is the key to unlocking the true potential of your employees and reigniting their passion and engagement. By understanding and empathizing with their emotions, leaders can create a supportive and inclusive work environment that celebrates individual strengths and fosters a sense of belonging. With emotional intelligence, leaders can actively listen to their employees' concerns, providing a safe space for open and honest communication. By validating their emotions and offering genuine support, leaders can inspire their employees, boost morale, and cultivate a culture of trust and collaboration. By harnessing the power of emotional intelligence, you have the opportunity to transform your employees' experience.

Usa la inteligencia emocional para involucrar a tus empleados. Escucha activamente para comprender sus emociones y necesidades. Fomenta un ambiente de apertura y confianza, donde se sientan valorados. Reconoce y celebra sus logros, fortaleciendo la conexión emocional. Practica la empatía al abordar sus preocupaciones y ofrece apoyo emocional. Desarrolla habilidades de comunicación asertiva para inspirar y motivar. Fomenta un liderazgo emocionalmente inteligente, modelando el equilibrio entre el control y la flexibilidad. Establece metas claras y desafíos alcanzables para mantener su compromiso.