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  • Esther Orioli 9:29 am on April 10, 2014 Permalink | Reply  

    High turnover, low engagement plague businesses with low EQ managers 

    Managers with higher EQ benefit the bottom line of organizations.

    A growing body of research suggests that workplaces are in dire need of managers with high emotional intelligence (EQ). While it's a common practice for companies to choose managers based on their tenure or their technical abilities, with no focus on skills like emotional intelligence, a 2013 study from University College London (UCL) found that manager EQ is an important indicator of employee engagement and performance. The researchers found that managers with lower EQ scores were more likely to have higher levels of staff absenteeism and turnover.

    And the same holds true for employee engagement, a critical component to business results according to Gallup Inc.'s 2013 State of the Global Workplace survey. The survey, which included 1.4 million employees, found that employee engagement affected customer ratings, profitability, productivity, turnover, safety incidents, absenteeism and theft — adding up to an estimated $300 billion in lost revenue every year. Furthermore, the survey cited that nationwide, only 30 percent of U.S. employees are engaged. In addition, according to the survey businesses pick the wrong candidate for a management position 80 percent of the time. With low EQ managers in charge, employee engagement drops.

    Clearly organizations need to prioritize building the EQ skills of their managers and, as UCL psychology professor Tomas Chamorro-Premuzic pointed out in his article for the magazine Chief Learning Officer, while EQ is an inherent trait, it can also be improved.

    "There is no single solution to the problem of bad bosses," Chamorro-Premuzic wrote. "However, by shifting an organization's hiring and promotion practices to focus on identifying candidates and incumbents with higher emotional intelligence, providing coaching for low-EQ managers who are willing to […], leaders can enable organizations to reduce the number of bad managers, increase staff morale, and become more effective, innovative and profitable."

    The good news for companies is that EQ is a skill that can be measured and developed.

    Essi Systems' EQ Map gives organizations a business-proven assessment that helps leaders pinpoint problem areas, develop EQ competencies and target improvements to increase the engagement and performance of their teams.

  • Esther Orioli 8:41 am on April 10, 2014 Permalink | Reply  

    Workplace stress becoming a growing problem in New Zealand 

    New Zealanders are experiencing  high levels of workplace stress.

    Stress, and the symptoms of it, is still the main problem reported by workers around the globe. Studies show that the problem is getting worse, and most companies still don't know how to address it. Workspace solution provider, Regus, recently conducted a global study of over 11,000 corporations across 95 countries and found that many employers have experienced a significant rise in worker stress levels.

    According to the survey, one place where this issue is particularly prevalent is New Zealand, where 60 percent of respondents from that country said they were experiencing more stress-related illnesses at work. Common conditions included headaches and panic attacks. One third also said that they were having trouble sleeping because they were worried about job security.

    Employment lawyer Jennifer Mills told the New Zealand news publication Stuff that the survey's findings reflected what she had heard from some clients. She said that in many companies the lines between work and personal life often become blurred, but this doesn't mean that employers should just allow such situations to continue. 

    "When employee stress is as prevalent as is indicated by the study, it is easy to see how many employers would put employee stress in the 'too hard basket' and assert that a certain amount of stress [...] is simply part and parcel of a modern day working relationship," Mills told the source. 

    Rather than ignoring stress while still paying the bottom-line price for it, with increased healthcare costs and decreased performance, organizations need to directly target it through assessment and behavior change efforts. There are solutions. Companies just have to be willing, and motivated, to embrace them.

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