Many companies, teams and departments make the mistake of assuming that workers are like machines, as if the simple fact of paying more or less was in proportion to the probabilities of reaching or not reaching profitability objectives.
The truth is that for better or worse, professionals are not robots, and this has strong implications for the way Human Resources works.
Not everything is reduced to numbers in bank accounts, in budgets or in the number of sales or products created by the company. And in the same way, everything comes down to applying the ability to reason until finding a solution to the economic needs of organizations. We must not overlook the importance of Emotional Intelligence at work , a factor that influences both personnel selection and the rest of the HR functions. Let’s see why.
For decades, human beings have assumed that intelligence is a group of aptitudes and abilities that have to do with our ability to reason and think in logical terms, holding abstract concepts, numbers, etc. in our imagination and memory. This way of defining what it means to be more or less intelligent has been useful in many areas, but over the years it was seen to be insufficient.
And if we Homo sapiens have demonstrated a surprising capacity to adapt and provide ingenious solutions to really new problems, it is not only because we are good at reasoning. In fact, a good part of this has to do with the fact that we are also capable of learning to manage emotions. Something that is essential considering that we are robots, and that, therefore, Our emotional side has implications for our own behavior and that of the people around us
Faced with this reality, in the 1980s several researchers in the field of psychology, including Peter Salovey and John D. Mayer, developed a concept known as Emotional Intelligence, which gained a lot of popularity, especially after the work popularization of the psychologist and journalist David Goleman in the following decade. This psychological construct refers to a series of skills that are present to a greater or lesser extent in practically all people Among these skills, those that most characterize Emotional Intelligence are:
Thus, emotional intelligence consists of a set of capabilities associated with how good or bad we are at identifying, understanding and managing emotions both in oneself and in other people.
Why is it essential to take into account Emotional Intelligence in the world of work?
From what we have seen so far, it might seem that Emotional Intelligence primarily influences our ability to be happy and have a satisfying private life, allowing us to connect with others and establish emotional bonds appropriately. But in reality, professional life is no less affected by Emotional Intelligence than personal life. Below we will see why.
1. Emotional Intelligence is key in conflict resolution
Wherever an organization exists, there is a context in which conflicts can arise relatively easily This is not a bad thing in itself, it is just something to be expected. Therefore, given that discussions and clashes of interests will occur, it is important to know that people’s ability to manage their emotions is a variable to take into account, and that in the same way, this is a quality that must be taken into account. be present in the leaders and in those who act as mediators to prevent these experiences from becoming real fights or entrenched conflicts.
2. Emotional Intelligence must be taken into account in the selection stage
Evaluate candidates, even more or less indirectly, on or relative to their Emotional Intelligence will help predict your versatility when working in a team, your ability to self-motivate, your ability to manage stress at key moments, etc.
3. Emotional Intelligence must be taken into account in communication strategies
In the context of Human Resources, knowing how to communicate It is much more than giving verbatim information that is objectively necessary to disseminate among workers It must also be understood that every communication leaves an emotional mark, and that the ambiguity in the information given feeds feelings linked to fear and anguish.
Related article: “What should internal communication management be like in organizations?”
4. Understanding workers’ priorities requires connecting with their emotions
Many companies have problems retaining workers and offering them satisfactory incentives because there is an inability to put oneself in their place. In this sense, having strategic profiles with a high degree of Emotional Intelligence allows us to gain sensitivity regarding these issues and make better-informed managerial decisions.
On the other hand, all companies with worker training initiatives must take into account that Emotional Intelligence can be developed through learning; it is not simply a purely innate and static psychological trait
Related article: “The 13 types of learning: what are they?”
Do you want to train in the field of Human Resources?
If you are interested in becoming a professional in the world of HR, you may be interested the Master in Selection and Talent Management from the University of Malaga (UMA)
This specialization program lasting one and a half years gives the possibility of learning, from experts from several of the most important companies operating in Spain, the theoretical-practical foundations of both the personnel selection process and the establishment. internal training programs, creation of incentives and talent retention initiatives, use of new technologies for data management in HR, job descriptions, internal communication, conflict resolution, creation of an appropriate organizational climate, and more. To find out more, contact the University of Malaga.
