Why Managers Need To Develop Their Emotional Intelligence

Emotional intelligence is an essential trait for effective managers. Emotionally intelligent people motivate and understand the value in connecting with others. Getting to know people can be a difficult task as there are so many intricacies and traits for every individual that we’ll never see two people that are exactly alike.

Simple triggers can bring out an array of different emotions. We also cognitively develop triggers over time that allow us to feel a certain way during certain events. For example, you know when to laugh at a joke and you know that when it’s 5 pm on a Friday, you get excited.

All these emotions and triggers are what make us unique, but it’s also what makes being a leader or a good manager so difficult. A true leader must have enough emotional intelligence to gain an understanding of the people that are following their lead. Unfortunately, some employees believe their bosses are not only bad, but so terrible that they cause employees to feel disengaged at work. A problem that is costing the U.S. workforce over $400 billion in lost productivity per year.

What Happens When Managers Lack Empathy

One of the worst parts about managers lacking empathy or emotional intelligence is the fact that they don’t know it. It’s a narcissistic behavioral pattern that doesn’t allow them to see past their own biases and beliefs. Managers that lack empathy will not only discourage the people around them, but make life a living hell for an employee that just wants to keep on advancing and producing.

Employees with bad bosses dislike a lot about their managers, but not considering the feelings of the people that are working their hind ends off is a no-go for any organization. There are plenty of styles and different ways to lead and having a “leader” with narcissistic values that doesn’t get the concept of working as a team will always lower the productivity of a team.

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By Jeffrey Fermin


Opinions expressed in this article are those of the author and not of The HR Gazette or its team members.
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