The Value Of Training In Emotions In HR Professionals
Often, the dynamics of constant search for short-term profitability means that companies are managed as simple machines to generate monetary profits; as if all the processes that take place in it were aimed at that sole purpose.
However, this gives rise to multiple problems. Among them, the inability to function through anything other than the “official” work protocols (which reduces the flexibility and adaptability of the company), and the problems when it comes to offering a satisfactory work context in the workplace. that the members of the company want to stay and apply and develop their talent.
But there is always the possibility of that HR professionals and those who work hand in hand with them in the middle and high positions of the organization chart are trained in emotion management Here we will see why this type of learning is key for a company to be viable and adapt to the needs of those who spend a good part of the hours of the week there.
The simple fact of negotiating a payment for services provided does not guarantee that employees will be motivated to use their potential in the company’s services, nor that the company can offer them all the sources of motivation they need. This is why managing emotions in the workplace is important. This set of knowledge and skills can be divided into the following areas :
Fortunately, These kinds of skills can be trained and enhanced both in its application to oneself and in its use on groups and teams, and even using them to make strategic decisions at the business management level.
What does training in emotions provide HR professionals?
We have already seen broadly the type of general skills and abilities that go hand in hand with correct management of emotions at work. Let’s now see the kind of specific benefits that this type of learning brings in the field of Human Resources.
1. Helps create medium and long-term incentives
Learn the individual and group aspects of emotion management provides greater ability to create incentive systems that really work starting from the understanding of what motivates others.
2. Enhances the ease of resolving conflicts
Learning about this gives better conflict resolution skills without giving in to impulses or overly short-term goals. This Not only does it serve in the specific moments in which disputes arise, but it also has a permanent effect by producing a better organizational climate and prevent people from being afraid to express their disagreement until it accumulates so much that the situation explodes. That is, it encourages assertiveness.
3. Gives greater flexibility to HR policies
Many times we make the mistake of assuming that all the changes that generate pressure in the way of working and relating in the company will “fit” into the protocols proposed in advance for this purpose, as if reality had to adapt to what we have planned and not the other way around. Therefore, managing emotions is key because provides a more flexible and human way of detecting needs and problems and, once that is done, take action and not leave everything in the realm of intentions that never materialize.
Related article: “7 habits to train soft skills applied to the work environment”
Relying on selecting and hiring new workers over and over again is a very inefficient way of working, because it not only generates instability, but also prevents valuable knowledge and experience from accumulating in the company. It is necessary to know how to detect the interests and inclinations of workers in order to offer them adapted training and promotion plans to what they know and like to do, and once this is done, generate the work context that allows them to be satisfied to remain in the company.
You may be interested: “How to develop soft skills in the workplace?”
Are you interested in learning more about emotional management at work?
If you want to learn both the theory and practice of emotion management in the professional context, you may be interested in the training program Coaching Certification exclusively for HR professionals, offered by the European School of Coaching (EEC) This online course begins in March and is aimed especially at managers, team managers and department heads, and HR technicians; It provides strategies and keys to enhance relevant soft skills when dealing with people at work and gives rise to leadership and communication dynamics adapted to the context. To find out more, contact the European Coaching School.
