Boosting Workplaces with Emotional Intelligence

*Published 29 July 2025*

Modern businesses don’t run on technology alone; they run on people. Emotional intelligence (EI)—our ability to perceive, understand and manage emotions in ourselves and others—has emerged as a critical skill set that separates effective organisations from merely efficient ones. Research shows that cultivating EI isn’t a “soft” perk; it has measurable impacts on leadership, team dynamics and organisational outcomes.

### Better leadership and teamwork

A 2023 hybrid literature review of 104 peer‑reviewed articles on EI and work teams concluded that **emotionally intelligent leaders improve both behaviours and business results* The same review highlighted a **positive relationship between emotional competence and team members’ attitudes about work**. These findings align with long‑standing observations that EI is a key component of leadership and teamwork. In plain terms, leaders who can read and respond to emotions foster trust, reduce conflict and help teams perform better.

### Improved well‑being and stress management

Work is stressful, but EI can buffer the impact. A 2024 systematic review and meta‑analysis in *BMC Psychology* noted that EI helps people **manage stress, motivate team members and build cooperative, trusting environments**. Higher levels of EI are associated with **improved physical and psychological health and better relationship quality**. In contrast, ignoring emotions and relationships can lead to recurring conflicts, loss of motivation and increased sick days.

### Higher performance and satisfaction

The same meta‑analysis found that high‑EI individuals experience **better job performance, authentic leadership, higher job satisfaction and greater organisational commitment**. They also show **lower occupational stress and fewer turnover intentions**. These benefits aren’t just for “natural” empathisers; EI can be developed. When researchers examined 50 EI‑training programmes across multiple professions, they found **moderate and sustained improvements** (standardised mean differences of 0.44 and 0.46) that persisted for at least three months after the training. In short, investing in EI development pays dividends in employee retention and productivity.

### Practical takeaways

1. **Integrate EI training into leadership development.** Given its strong link to leadership effectiveness and team morale, EI deserves a place alongside technical skills. Training programmes can measurably improve employees’ emotional competencies.

2. **Model empathy and self‑regulation.** Leaders who demonstrate empathy and manage their own emotions set the tone for respectful, supportive workplaces.

3. **Use EI to navigate change and uncertainty.** Researchers note that global pressures—such as remote work, rapid change and increased interdependency—heighten conflict potential in teams. Developing EI helps teams adapt without fracturing.

### Credited sources

- Coronado‑Maldonado, I., & Benítez‑Márquez, M.-D. (2023). *Emotional intelligence, leadership, and work teams: A hybrid literature review.* Heliyon, 9(10), e20356. This review found that emotionally intelligent leaders improve behaviours and results and that EI is closely tied to leadership and teamwork.

- Mehler, M., Balint, E., & colleagues (2024). *Training emotional competencies at the workplace: a systematic review and meta‑analysis.* BMC Psychology, 12. This study reported that EI training has moderate, sustained benefits and that higher EI correlates with better health, job performance, job satisfaction and lower turnover.

By weaving emotional intelligence into everyday practice—through hiring, training and leadership—organisations can create workplaces where people feel supported, teams thrive and performance flourishes.