Emotional Intelligence Training : 9 Common Behaviors of Managers with Low Emotional Intelligence that Cause Good Employees to Quit
Once employees are not adequately engaged with their jobs, it is easy for them to lose interest and start looking for new jobs. A manager with low emotional intelligence cannot identify when an employee is disengaged from work, which is terrible for the organization's bottom line. On the other hand, research has shown that high emotional intelligence is a major predictor for high performance, so businesses need managers and employees with high emotional intelligence. This article will discuss the importance of emotional intelligence in the workplace and the behaviors of managers with low EQ make that cause good employees to quit. So, let's get right to it, shall we?
Common Mistakes Managers with Low Emotional Intelligence Make
1. They Don’t Recognize Accomplishments and Reward Good Performance
A pat on the back or informal kudos can go a long way, especially for self-motivated employees. Managers with low EQ are not aware of their emotions or the emotions of others, so appreciating their employees will always stay on the backburner. However, no one likes when their efforts are ignored or taken for granted, and they’ll rather go to organizations where they are appreciated. Emotional intelligence will enable managers to communicate with their employees and ask for feedback about their work – this can go a long way in reducing employee turnover. Besides, employees want to know that their contribution to the organization matters.
2. They Don’t Care About Their Employees
Managers with low EQ treat their employees like they are substitutable, and workers want to be treated like people, not robots. Most employees will rather work for a manager with good social skills than work for someone who acts like the work is more important than the people. Emotional intelligence enables bosses to manage their employees’ feelings, empathize with them during challenging situations, celebrate their accomplishments, and motivate them to be productive. Also, managers that don’t show that they care about their employees will continuously have high turnover rates.
3. They Enforce Pointless Rules and Micromanage Their Employees
Rules are needed for order in the workplace, but when managers enforce pointless rules to micromanage their employees, it can drive workers to other organizations. For example, Managers with a strict late-coming policy or break-time policy with no wiggle room will always have disgruntled workers on their hands. Also, micromanaging employees shows that their manager doesn't trust them to get the job done without constant monitoring, affecting their motivation and productivity. On the other hand, an emotionally intelligent manager will provide the employees with tools and offer feedback when needed.
4. They Don’t Care About their Employee’s Development
A common issue with managers with low EQ is that they are not interested in developing their workers as they'll rather keep them in a box. This disinterest shows employees that their managers do not care about their professional development, resulting in more employees quitting. Regardless of how good an employee is, a good manager must recognize and develop their skills and empower them. Plus, high EQ enables managers to be aware of the different areas their employees need to work on, improving the growth and productivity in the workplace.
5. They Show Favoritism
It is very easy to spot a manager with low EQ because they show favoritism to certain employees while leading their teams with bias. Employees want to work in a safe environment where they are not afraid to express themselves. Emotional intelligence enables managers to think before acting, and it ensures that they are aware of how their actions will affect others. A manager with high EQ will not play into office politics or have any favorites.
6. They Overwork their Employees
When managers overwork their employees, it makes them feel like there is no reward for their hard work, and it shows that their bosses don't care. However, a manager with high emotional intelligence will anticipate and manage the feelings of their employees and ensure that they are compensated for their hard work. Besides, an overworked workforce does not necessarily translate to a productive workforce.
7. They Are Inflexible and Unadaptable
Managers with low EQs almost always make things difficult for their employees, affecting their motivation and productivity. Employees need bosses that can adapt to any changes that come their way. A manager with high EQ will not allow bad situations to affect their emotions or actions. Plus, when employees see that their manager is a proactive innovator, they will be motivated to be self-starters.
8. They Put Employees in the Wrong Roles
Managers with low EQ would put their employees in a box rather than provide opportunities for them to be more productive to the organization. On the other hand, emotional intelligence enables managers to understand the emotions of their workers and put them in the roles that suit their passions. Also, employees that are allowed to pursue their passions enhance job satisfaction and growth in the workplace.
9. They Do Not Take Responsibility
Lack of responsibility is a telling sign of a manager with low EQ. When managers blame their employees for their failures rather than take responsibility, this can result in a demotivated workforce. No one wants to work for someone that continuously loses their cool when things don’t go their way.
Importance of Emotional Intelligence in the Workplace
Emotional intelligence involves a person's ability to recognize and manage their emotions and the emotions of others, and it consists of five components: self-awareness, self-regulation, social awareness, relationship management, and motivation. This valuable skill enhances communication, problem-solving, stress control, conflict resolution, and relationship management in the workplace. Plus, a manager with high emotional intelligence will handle their emotions and guide their employees effectively.
Here are multiple benefits of emotional intelligence in the workplace:
- First, emotional intelligence enables managers to understand non-verbal cues, enabling them to resolve issues before it escalates.
- A manager with high EQ can understand and manage their emotion regardless of the situation, bad or good.
- Emotional intelligence allows managers to motivate and guide their employees, resulting in enhanced productivity.
- An empathetic manager will consider the emotions of their employees before taking any action or decision.
- A manager with high emotional intelligence will have patience and promote progress and positivity in the workplace.
High emotional intelligence is the essential key to management success in the workplace.
Name: Robert Moment
About the Author
Robert Moment is a dynamic results-driven ICF Certified Social + Emotional Intelligence Coach and Trainer and ICF Certified Executive Coach and author of High Emotional Intelligence for Managers.
Robert helps solve communication, executive, management and employee problems in the workplace utilizing emotional intelligence coaching and training with sustainable peak performance and guaranteed profitable results.
Visit https://Courses.HighEmotionalIntelligence.com and enroll in the online course , High Emotional Intelligence for First Time and Experienced Managers and get exposed to skills to achieve high emotional intelligence with rapid results and management success.
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