Emotional intelligence (EQ) pays off big time for companies, directly improving their bottom line, not just the wellness of their employees. Skeptical that EQ is just a bunch of hippy-dippy talk? You might want to reconsider that in light of these data points…
- A study by McClelland in 1999 showed a 50% drop in “lost-time” accidents after plant received Emotional Intelligence training.
- In a UK study, one company saw 22% annual profit growth in restaurant locations with managers who had a high EQ.
So why aren’t more organizations implementing plans to increase the emotional intelligence of their workers? They likely don’t see the benefit to the company itself, but make no mistake, the benefit is real. A growing number of organizations are using EQ as a key performance indicator now with 20% of companies measure it during hiring process.
If we know it’s important to track, how do we evaluate emotional intelligence and choose employee candidates with high EQ? There are a number of assessments that help identify those with higher or lower emotional intelligence. There are three top formal models to evaluate Emotional Intelligence; take a look at each to determine which one makes the most sense for you and your company and get started on improving your team’s personal wellbeing as well as your company’s bottom line.
- Bar-On model
- Goleman model
- Mayer-Salovey model
Whether or not you are using a formal test to check this, make sure you look for these six key attributes to look.
Successful candidates…
- Choose their battles wisely
- Remain calm under pressure
- Resolve conflict effectively
- Are empathetic to colleagues
- Lead by example
- Display courage to persist through sticky situations with confidence
For a more in-depth look at the topic of Emotional Intelligence, check out InitiativeOne’s blog post and infographic: 19 Key Facets Of Emotional Intelligence In Leadership & Workplace
