Turnover can be a challenge for any organization.
In their 2022 Job Satisfaction Chartbook, The Conference Board of Canada reported that less than half of respondents were satisfied with their opportunities for advancement, including development, recognition, and promotion. These are all areas in which human resource professionals can influence change, provided they have access to key tools like the EQ-i 2.0 and EQ 360 instruments, aimed at improving performance, along with boosting emotional intelligence.
The EQ-i 2.0 and employee growth & recognition
For employees, having a clear path for growth within their organization encourages retention. Linking opportunities for career advancement, skill development, and succession planning offers HR professionals sight lines to develop strategic employee programming that is proactive, while mitigating the potential downside exposure of staff turnover.
The EQ-i 2.0 assesses, among other things, an individual’s Self-Awareness, helping staff members recognize their strengths, weaknesses, and areas for growth. With increased self-awareness, staff can better align their career aspirations with their skills and interests and make informed decisions about their career paths. HR professionals can use this information to help guide members towards suitable career advancement opportunities within the organization. These advancements can be aligned with succession planning objectives and timelines.
Staff members who understand their strengths and areas for improvement are also better equipped to more objectively assess and showcase their contributions to the organization–charting a more personalized, purposeful path for what success looks like, ultimately leading to recognition and promotion, which correlates with the job satisfaction data.
Using the EQ-i 2.0 in preparing tomorrow’s leaders
An effective succession planning process is critical to support HR professionals in identifying tomorrow’s leaders, both from the organization’s perspective and in keeping with employees’ growth aspirations. So, how can developing emotional intelligence augment leadership performance, once a staff member has demonstrated the requisite strengths to grow into a leadership role?
Emotional intelligence can further empower high-potential candidates to become effective and impactful leaders playing an important role in contributing to a culture focused on increasing job satisfaction, and staff engagement in the following ways.
Empathy and understanding
- Leaders with high emotional intelligence are empathic and understanding towards their team members’ experiences and perspectives.
- Empathic leaders build strong relationships, connect with their teams, and support their individual needs, fostering trust and loyalty.
- Emotionally intelligent leaders value diversity, equity and inclusivity.
- They create an inclusive work environment that welcomes diverse perspectives and promotes a sense of belonging.
Inspiring and motivating teams
- Emotionally intelligent leaders inspire and motivate their teams to achieve shared goals.
- Their ability to connect on an emotional level fosters a sense of purpose and commitment among team members.
Building trust and loyalty
- Emotional intelligence helps leaders build trust and foster loyalty among team members.
- Staff feel valued and supported by emotionally intelligent leaders, leading to increased engagement and retention.
The expectations placed on HR professionals continue to grow in scope and complexity–from contributing to brand development and facilitating change, to helping champion workplace inclusion and diversity efforts, ensuring psychological health and wellness, to attracting and retaining employees.
The EQ-i 2.0 model of emotional intelligence is a powerful tool for aiding HR professionals in the critical role of driving employee retention, and job satisfaction by building effective connections between personal and professional purpose, fulfillment, and growth.