Philippines’ Top HR Blog

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What is a social leader?

Having social leaders is crucial to building social leaderships. This means that the managers, supervisors, and leaders in your business need to understand the importance and how to practice being a social leader. This can be difficult to develop and easier to hire for, but often requires leveraging existing leadership and retraining them.

Social leaders are key to bringing people together collaboratively to work towards a common goal. A social leader approaches leadership as developing the system as a whole through encouraging individual employees. Social leadership is very often about building individual capabilities while bringing people together to achieve more. This requires specific characteristics and traits, like transparency, authenticity, likability, and a passion for the work, alongside agility, willingness to try and learn new things, a collaborative approach, and the ability to connect with people.

Social leaders facilitate change, help with smooth transitions, and can lobby for performance improvement and process changes without any hidden agendas. This means they need to understand and empower the motivations of their team members, have a high level of altruism, and are able to understand (and explain) exactly how change translates to improvement.

A good social leader can motivate a team while breaking down internal silos, introducing new tools and employees, and driving everyone to succeed together.

 

 

 


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Impact of Information Technology on Human Resource Management

This is a guest post from Asma Niaz. Asma is an Academic writer at Zoe Talent Solutions and loves to write stellar content on various educational topics, programs, trainings and courses. Zoetalentsolutions is a premium teaching division, which offers highly professional hr courses to excel at your workplace.

Nowadays, entrepreneurs with business acumen have acknowledged the power of information technology (IT) tools for reaching business targets. It not only helps achieve the business goals but also optimizes the work processes.

Human Resource Management (HRM) includes activities such as recruiting, training, developing and rewarding people in the organization. HRM must aim at achieving competitiveness in the field of HR by providing constant educational and training programs for the personal and professional development of the employees of the organization.

It has been conventionally proved that Information and Communication Technology (ICT), such as the Internet, mobile communication, new media, and such in HR can greatly contribute to the fulfillment of personnel policies of the organization. Technological advancement can have a huge impact on the HR department of an organization. It allows the company to improve its internal processes, core competencies, relevant markets and organizational structure as a whole.

Human Resource must mainly be focused on the strategic objectives of the organization. These strategies must be led to incorporate an IT strategic plan for the organization. These are activities related to any development in the technological systems of the entity, such as product design (research and development) and IT systems.

Technology development is an important activity for the innovation process within the business, and may include acquired knowledge. In the context, all activities may have some technical content, and results in greater technological advancement.

Information Technology may have a greater impact on organizations that exist in a dynamic environment. This will lead to greater efficiency and effectiveness of the Human Resources.  Hence, utilizing IT application for database management and advances recruitment system will increase the efficiency of the business.

However, innovation in Human Resource Management can manifest itself in a number of ways:

  1. To identify solutions quickly and flexibly during a negotiation
  2. To identify new ideas for products and services
  3. To identify new markets

Innovations such as these are supplemented with Information Technology to create a positive impact in HR. Rosabeth Moss Kanter, one of the leading management theorists of her time, argued that the re-birth and success of business organizations will depend upon innovation (developing new products, introducing new services, and operating methods), entrepreneurship (taking business risks) and inclusive management (encouraging all employees to participate in making decisions about work).

Information and Communication Technology (ICT) can make the following major impacts in Human Resource Management.

1. Better services to Line Managers

Both HR and line managers primary interest is the success of the business. The human resource’s main function is to support the workforce needs of the organization. Strategic planning between HR and line managers is important for reviewing projections concerning future business demands to determine whether to train current employees, to prepare them for promotion or to recruit candidates with the higher level of skills to supplement the current employee knowledge database. Training and developing the line managers in IT tools will, therefore, prepare the line managers for a number of leadership tasks.

2. Enhancing management

Human Resource IT tools that can supplement management and enhance efficiency and effectiveness, which can lead to the success of the organization as a whole. For example, currently, SuccessFactors Solutions has developed an HR IT tool of talent management for Hilton Worldwide, which had a worldwide operational capacity. Organizations across the world are driving to improve organizational performance regardless of the size of the organization or the industry. Managers within the organization measure performance, sometimes by comparing it against a benchmark. They analyze and assess their findings and design their controls accordingly to advance the organization’s performance.

According to the Gallup survey, engaging your employees to organizational goals is the key feature of every business. The management should also ensure that all departments are improving its procedures and controls and targeting its activities on better achieving the company’s competitive differentiation through what the employees do and how they are doing it. These can be better utilized by customized HR IT tools according to the organization.

3. Effective recruiting

Nowadays, organizations have realized that effective recruiting cannot be done without the use of IT. Organizations now use job portals on the internet to search for the best candidates for the position. The process has been made effective with the use of the internet as many people come to know of the offer and hence increases the probability of hiring efficient employees.

Employers can present all necessary information related to job, careers and personal development of each employee on portals online. This is a great promotional tool for the organization. Currently, Envoy has developed Asana, an IT tool for recruiting that analyzes details down to where a potential candidate’s high priority values are. The HR IT tools not only help hire the best potential but also retain it.

4. Data management and critical analysis

Data management becomes easier when IT is used and it becomes paper-free. Many of the monotonous work is no longer manual. This increases the efficiency of the work and the effectiveness of it. Organizational performance can lead to the timely success of the business whether in a stable or an unstable environment. Jobs that do not offer much variety in their performance and are of a highly repetitive nature are disliked by employees and eventually results in low retention or decreased effectiveness.

Employee’s performance data can be critically analyzed by the HR IT tools more often if it’s online and becomes readily accessible to everyone. For instance, Zenefits has recently developed an HR IT tool, which has made Passport completely paperless. The tool is further hierarchy sensitive and pings the manager for approval once it is submitted. Thus letting an individual get rid of the hassle of filling the paperwork. Thus by developing this HR IT tool, Zenefits has helped Passport radically simplify and manage its HR internal processes.

5. Inventory management tools and Human Resource Management

Entrepreneurs with business acumen describe that the performance of an organization can be made more effective and efficient by customer intimacy, operational efficiency, and leading edge. Customer needs must be met by customization and by providing outstanding customer instances. For this purpose, organizations use HR IT tools to provide a universal set of products and diversify the business by providing improved products and services.

6. Cost-reduction and efficiency

Considerable benefit can be obtained as various reports can be made using IT tools.

Xero wanted to save its resources and make them easier to manage. Xero then implemented PlanSource’s benefits system and ACA compliance technology with their payroll provider and now all their benefits are in one place and easy to access. This lead to cost reduction and efficient and work processes. Johnson, Scholes and Whittington have rightly said, “Poor performance might be the result of an inappropriate configuration for the situation or inconsistency between structure, processes, and relationships.” Organizational performance can be increased by implementing management by objectives and using a participative style of management through Human Resource Information Technology tools. The management of an organization is accountable to the owners of the business for the performance and the achievements of the organization. Managers can perform well and justify their authority only if they produce the desired economic results, for instance, the profits they have desired to achieve in a period of time. Management often uses the Operation’s Research to maximize the profit, yield, utilization and the performance. The management of an organization usually creates a measurement system to set targets for change and measure organizational performance.

7. Customer service and Human Resource Management

Organization performance can also be described by evaluating the reliability of service and by understanding the quality of customers of the organization. Value can come from providing a reliable service, so that the customers know that they will receive the service on time, at the promised time, to a good standard of performance. As organizational change is inevitable, critical success factors and key performance indicators should be revised, and relevant Human Resource IT tool must be devised for the better quality of work.  Doing good quality work and providing quality results will increase organizational performance.

8. Career Development and Human Capital Management

The career planning tool is a learning and knowledge-based system that helps successful businessman around the world to manage their personal development and career paths along with those of their employees. Performance evaluation and career progression can be a key motivating factor for the employees to work effectively and efficiently. Performance measurement and reward systems in an organization establish views of priority i.e. what is important and what is not so important. Thus sound performance evaluation systems HR IT tool is crucial for the organization. The system must be a sound one so that people can rely on it. Rewards systems should be amended so that the rewards to managers and other employees are based on performance targets as stored in the HR IT tools. Employees should be rewarded for performance based on the desired behavior and results as per the HR IT tool database. Also, according to Vroom, one of the best management theorists of his time, instrumentality (rewards system) affects motivation for the increase in organizational performance. Managers must keep their promises that they have given of rewards for performance and try to make sure that the employees believe that the management will keep its promises. However, performance targets do not usually have to be financial targets. They can be in other forms such as recognition, promotion etc.

One of the major processes of HR is the Human Resource Development core process. This HR tool provides all information about the employee’s succession planning, evaluation of overall performance and the review of individual potential including the employee’s detailed profile. It also includes an agreement between the individual and the supervisor on business targets over a period of time periodically. Thus leading to a continuous development of the employee’s career. The great advantage of this tool is that data once entered into the system is stored in the database and can be attained in the future. This leads to considerable cost saving as well. Recently, Standard Life Group provided HR resource cost optimization tool to Oracle Human Capital Management Solutions. It is further contributing to the strategic transformation of the company by building the empowered workforce. Employees need feedback about their performance. Employees need to be communicated about their actual performance and their expected performance. In this way, they will know their own performance level within the organization. Bonus must be kept for employees who work overtime and provide efficient results. This HR IT management tool incorporates all such data.

According to the survey of 37 companies in Turkey applying IT in HRM, the employees expressed that their business environment satisfies them and they work efficiently. The survey confirms that these  companies use HR IT tools and should contain all HR processes which will sustain all parts of HR it means from ”Recruit to Retire” functions within the company.

Human Resource IT tools have great organizational effects; provide better services to line managers, serve as a pipeline connecting a personal policy and personal processes in all organization, facilitate personnel management in the company, provide important data for a strategic personal decision-making and enable a quick acquiring and analysis of information for HR assistants and reduce cost labors at performance of personal activities.

Globalization makes us realize how IT can contribute to the fulfillment of business strategy in the frame of Human Resources management in order to direct the business towards quality and to reach the competitiveness in the market. Research reveals that information technology sustains reaching the HR goals moderately and the precise plan of implementation of HR information system can significantly support HR strategy in the company to attain defined key performance indicators (KPI). This should mainly contain what has to be achieved. It means how he HR IT tools can support the KPI and which kind of HR IT tools should sustain.


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What is social leadership?

Businesses are changing, and often from the inside out. With factors like technology and social media changing how we connect and interact, globalization changing culture on a local and worldwide level, and generational changes – how and why we work is in a constant state of flux.

Social leadership, as coined by Esade professor Jaume Filellia, is about bringing people together through social similarities, by driving effort, creating motivation, and giving everyone in a business a single (social) cause to believe in. This is especially important in businesses that navigate frequent and sudden change. Because that definition applies broadly to nearly any modern business, which must adjust and constantly to meet changing social needs, most businesses can benefit from social leadership.

What Does Social Leadership Look Like in Action?

Social leadership is often about bringing teams together across a company, so that individuals inside of a company have the ability to work together quickly and efficiently, leverage each other’s expertise, and achieve more together.

Breaking down Silos – Breaking down silos encourages collaboration across teams, departments, and areas, often through the use of social and online tools.

Introducing New Tools – Modern businesses have to use efficient and modern tools to stay on top of industry trends and to outperform the competition. A good social leader gets employees behind those tools to encourage adoption.

Engagement – Average employee engagement hovers at just over or under 30% in most countries. But social leadership is about boosting those numbers, helping employees to become more passionate about what they are doing by linking day-to-day activities to real outcomes and productivity.

Social leadership can mean many things, depending on your business and your interpretation of it. However, it always involves connecting with employees, encouraging communication, breaking down silos, and boosting engagement through shared goals and drives. This can be extremely valuable to any company, by boosting engagement and therefore productivity, helping employees to work together even at geographic distances, and helping to improve efficiency by ensuring that everyone is on the same page.


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Cultural indicators of good leadership in an organization

Great leaders are an asset to any organization for the influence and effectiveness they inspire. When your business’ leaders act with the right skills and utilize good techniques to make an impact, the results shine through in an organization’s culture.

Leaders should be able to establish a clear vision throughout the company, communicate seamlessly, and resolve conflict well.

When your business’ leaders act with the right skills and utilize good techniques to make an impact, the results shine through in an organization’s culture.

Here are a few ways your culture will reflect good leadership, so you can tell whether you have the right people spearheading your efforts.

Cultural indicators of good leadership

Your team members have the right attitude

The best managers lead by example, and demonstrate professionalism, accountability, focus on detail, and honesty, among other important behaviors. They also reward their team members when they demonstrate those attitudes, encouraging preferred responses in different situations.

Your team has a shared vision

Good leaders clarify expectations for productivity and results. They communicate the value of each individual’s work, and align employees’ goals as they realize how their roles contribute to larger organizational goals.

Tip: Ask your team for feedback on strategy items so they can see their input has an influence on the organization itself.

Your employees don’t shirk away from accountability

Great leaders understand the value of accountability. They accept blame when things go wrong, instead of pinning it on an employee down the line. This behavior should be reflected in your employees. If they make a mistake, they will acknowledge it immediately and try to fix it instead of trying to hide and hope no one will notice.

Your team remains motivated and interested in their work

Employees are motivated by their work when good leaders maintain good working relationships with them, and understand their intrinsic drivers. Good leaders keep an eye out for causes of dissatisfaction and act quickly when something drains the morale of their team.

The bottom line is that great leaders influence the values of an organization for the better, so it’s important to develop leaders who are well-equipped with professionalism, motivation, and vision.


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How job classification can help you structure your company

Job classification is an important part of the HR process, not only because it allows you to recognize and describe job roles, but also because classification can be essential to organizational structure. Most job classification systems evaluate job components to determine their relevance and relative value, both comparative to other similar roles outside the organization, and those inside the organization.

While job classification systems vary, this enables you to use information that is already available to build hierarchy, pay structures and compensation, and channels for advancement.

The Value of a Role Inside an Organization

Job classification works to define the structure of a job as well as its value to the organization, through a process of job evaluation, where the value, responsibilities, and impact of each role is reviewed.

This means they are typically classified based on multiple contributing factors such as authority and autonomy, complexity of work, consequences of error, scope, and responsibility.

  • Freedom and Autonomy – Is work performed under strict guidance and policy, or left up to the employee?
  • Complexity of Role – How complex are skills required, problems, and depth of knowledge or expertise?
  • Consequences of Error – What is the impact if a mistake is made?
  • Scope – What is the total scope of the role? How does it spread across departments or teams? Is it significant to a specific department?
  • Responsibilities – What is the role supervising? How much? How difficult is it? (resources, people, tools, etc.)
  • Communication – Who is the employee communicating with, what are they communicating, and how often?

Hierarchy and Organizational Structure

In terms of hierarchy, this kind of ‘broadband’ classification enables you to create an upward structure, where employees can be reclassified into new roles when they take on more responsibilities. By recognizing all the components, you can easily evaluate if an employee’s added value changes as their role does.

As a result, you can reward skill and thought leaders, who take on large responsibilities such as no margin for error or managing large workspaces – versus only promoting and rewarding management.

Salary Grade

A comprehensive job classification system makes it easier to determine the appropriate salary grade or pay scale for an employee – even a new one – based on the components and value of their role. For example, the United States Human Resources Department of California uses a job classification system in which many roles are divided into levels A, B, and C, enabling them to recognize seniority in responsibilities and tasks, even in what is otherwise the same role. In turn, this also helps to remove instances of discrimination, because anyone contributing at the same level should receive the same pay across the organization.

Performance and Appraisal

Identifying job roles and impact makes it easier for managers and supervisors to handle performance reviews. By reviewing expected added value, managers can compare actual output to more easily identify high and low performers. Similarly, creating a broad job classification system assists with career and succession planning as well as recruitment by defining what is expected at each level or class.

A job classification system is an investment, but it contributes to organizational structure in numerous ways. From aiding in recruitment to helping with salary and performance, properly defined job classification simplifies and improves structural management.


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A Grand Product Launch: Join us as we unveil 4 new products

In 1998, companies were wasting time with traditional pen-and-paper methods to screen their applicants. We wanted to change things and disrupt how time consuming and inaccurate candidate assessments were.

Almost 20 years later, we’re considered the leader and pioneer in online assessments in the Philippines. And we’re still growign!

Join us December 12 at The Legend Villas for a launch of our four new fantastic assessments.

PEOPLE DYNAMICS, INC. in collaboration with Profiles Asia Pacific, Inc., the leader and pioneer in online people management assessments, is proud to present THE FANTASTIC FOUR NEW PRODUCTS:

  • PROFILES COMPETENCY ASSESSMENT
  • 360 DEGREE PLUS FEEDBACK SYSTEM
  • WORK MOTIVATIONAL INTENSITY SCALE
  • GENOS EMOTIONAL INTELLIGENCE (Assessments & Programs)

In the age of disruption, change is inevitable. Looking at competencies, 360-degree feedback system, motivational intensity, and our global GENOS assessments that measures behavioral skills attributed to Emotional Intelligence.

Reserve your free seat now!

Or learn more online


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Are you classifying jobs correctly?

Job classification is a crucial part of the hiring process, and one that plays into hiring qualified employees, setting pay rates, and organizing company structure. However, job classification is also an area where mistakes are easy to make – simply because defining roles is often difficult. In many organizations, even existing employees may not be entirely certain of their job role or classification, because their tasks often cover a broad range of responsibilities and job roles evolve over time.

By defining job roles and classifying jobs correctly, you can streamline the hiring process, ensure that candidates fully aware of the responsibilities in the role, and can streamline organizational and pay structure.

Job classification objectively defines and evaluates the responsibilities, authority, tasks, and other details of a role and it is important that you do so correctly before moving into the hiring process.

How are jobs misclassified?

Most organizations have several jobs with overlapping responsibilities, who might work in several teams, and who might support several functions. For example, in a communications team, someone offering web development support might fit into both IT and Communications – misclassifying the job would limit hiring opportunities by confusing applicants or drawing unqualified individuals.

Similarly, misclassifying jobs as exempt or non-exempt (such as listing a contractor role as a full-time position) can be misleading to candidates.

Finally, many job roles change over time, taking on new responsibilities and losing old ones. As a role changes, the responsibilities and classification should change. If an employee took on more responsibilities than when they first started, the role must be updated accordingly. Similarly, if parts of a role were made obsolete by changing technologies – the role should be updated and reclassified.

Reviewing and classifying jobs correctly

Most job classification systems evaluate the components in a role to determine its classification and relative value comparable to other similar roles. This means that work components and responsibilities are measured and matched across the organization, or based on standards for the job – to help identify or define tasks, hierarchy, and salary grade.

In some cases, roles will overlap with two or more classifications. The majority rule suggests that you should classify the role according to where the majority of the job’s responsibilities lie. So, if a job is 40% in one classification and 60% in another, you should classify according to the majority – but use the job description to call out broader responsibilities when hiring.

Creating a broad job classification system allows you to list jobs in search, attract qualified and relevant candidates, and makes organizational structure inside of the company easier.


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Why you need to profile a job before you hire for it

Job profiling, or the process of clearly defining and documenting a role and its responsibilities, is a crucial step of the hiring process, but one that many employers skip. However, without a comprehensive job profile in place, many new employees are hired arbitrarily based on estimated job roles, and often put into the workplace with no real idea of what or how much is expected from them.

This naturally not only slows the recruitment process, but hinders the ability of even a good employee to perform well in their role – simply because there are no measurements in place or standards for them to follow. It’s important to profile a job before hiring, to give your top candidates the best chance at success.

What is a Job Profile?

A job profile describes the roles, responsibilities, and expected output for a given job within an organization. This profile should outline responsibilities and tasks, performance criteria, authority, and value-added activities. For example, a job profile should accurately define responsibilities and deliverables, alongside expected output and key performance indicators. This will enable the new employee to understand what is expected from them, while giving managers a way to measure success in the role, and to recognize high or low performance.

The most effective job profiles define what the employee should know, what they can do, and what targets will be used to track their outcomes.

Defining Expectations

Employers who do not have a job profile will often introduce a new employee into a team, and leave the team to introduce responsibilities and offer training. This often results in the new employee doing too little, or taking on more responsibilities than they should – which limits effectiveness over time.

New employees cannot know what is expected from them, even if they have done a similar role. Providing a job profile to new employees ensures that they have relevant and accurate information regarding their performance and deliverables, with no room for confusion.

Measuring Performance

A good job profile can eventually become a framework for job evaluation and therefore, pay structures. By integrating job profiles into the performance management process, profiles allow you and the employee to see job progress and performance. For example, by listing expected tasks and defining key performance indicators, you can easily track if the employee is successful in their role. This makes it easy to set tangible targets against which new employees can be measured – which is especially useful for short term contracts before a permanent contract is issued and useful for year-end performance review.

While profiling a job takes time and money, it is an investment in your team. By taking the time to define how, what, and how much the employee must do, you remove role confusion, set clear guidelines, and create standards for measuring performance. Without it, the employee is often left to their own devices, with no clearly defined expectations.

And, with a job profile in place before hiring, you can share expected outputs and performance with candidates in the recruitment phase, so that you can make better choices when hiring.


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What to do if your job description isn’t getting any applicants

The average online job listing receives more than 250 applicants. While half or so are typically irrelevant, most recruiters have an overwhelming number of applicants to choose from. But, what happens when you don’t? If your job description isn’t getting any applicants, chances are that the problem lies in the description, not the job.

By making changes, updating your job description in line with company culture, and ensuring it is formatted in a way that is clear to readers – you will increase your chances of getting qualified applicants.

What to do if you have a lack of applicants

Make Sure It’s Easy to Find

Most applicants search for jobs using keywords and on job boards. If you don’t have an online presence, it’s highly likely that the candidates you want simply aren’t seeing your job. Review the title, make sure that you aren’t using abbreviations, add keywords related to the job title, and make sure it’s listed on places like LinkedIn, Monster, etc.

  • Avoid abbreviations even when they are used in your industry
  • Use terminology the job seeker will use, so generic job roles rather than internal names for the role
  • Make sure it shows up in Google search.
  • Check that your classification on job sites is correct

Review Your Job Description

Your job description is where you communicate what you expect from the candidate and what they have to be good at to do the job. It’s where the candidate decides if the position is right for them, and where they decide whether to apply or not. Some of the most common mistakes are including too much detail, not saying enough, and saying it in the wrong way.

  • Clearly outline the job role. No one is going to go through a long application process without knowing exactly what they will be doing.
  • Return to your job profile and ensure that it’s accurate
  • Make it about the applicant. Integrate company culture, the job role, and the job description while writing to the candidate. What does that look like?

Ready for a challenge? As a junior controller at XYZ company, you’ll handle accounting operations for an up and coming leader in IT technology. Our startup team launched in 2014, and now deliver solutions across the globe. If you’re ready to contribute to a fast-paced team, with 60% growth year over year since launch, apply now.

  • Review the grammar and spelling. Not everyone is a good writer, but there are plenty of tools online (ie. Grammarly) that will help you polish your writing so that your job posting looks as professional as possible.
  • Include specifics like salary range, expected work hours, and location.

Review Your Requirements

Most of the time, it’s difficult to decide exactly what job requirements to look for. However, it is important. If you put something like “Ph.D. preferred” you might have Masters candidates with years of job experience turning away from the role because they believe they won’t be accepted unless they have the higher degree.

Review your competency models to determine what factors you’re really looking for and write your job description accordingly. If you need a requirement, list it, if you don’t, skip it. You can always ask about preferred qualifications during the interview, which will help you avoid scaring any qualified candidates away.

Most of the time, hiring is an investment. If you spend the time and money finding and choosing the right candidate now, chances are they will remain part of the company for years to come. Taking the time to craft a job description based around your company culture and competency model will pay off in the long run.


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What is emotional intelligence?

Whereas IQ refers to how intelligence quotient and logical reasoning skills, EQ (otherwise known as emotional intelligence) refers to emotional quotient and how well an individual can assess and control their own and others’ emotions. EQ is a critical success factor for leadership and organizations, and is more than twice as predictive of performance than IQ.

Why is emotional intelligence important at work?

The ability to be aware of and manage emotions is vital to personal and professional success. It enables you to assess and control your own emotions, as well as connect with others to form productive and healthy relationships.

In a professional setting, emotional intelligence helps you navigate conflict, foster good relationships with your colleagues, and avoid making mistakes due to emotional attachment to a product or issue. Knowing when different emotions are appropriate, and limiting unproductive emotions will help a team function well together and avoid wasting time on unnecessary things.

How to improve your EQ

If you or your team has had trouble with EQ in the past, there are ways to improve. Follow the tips below at work, and keep an eye on our events for our next emotional intelligence seminar in Manila.

  • Be mindful when you speak, and ensure you aren’t interrupting anyone. We don’t often mean to interrupt, but strong emotions could cause us to unintentionally undermine a colleague’s voice.
  • When you feel negative emotions such as anger or hurt, take a step back and analyze the cause. Ask yourself if there is anything you can do to alleviate the situation without escalation.
  • If you notice particularly strong emotions around certain topics or scenarios that keep coming up, try to connect these to a root cause. You might find that you feel a certain way about an underlying issue, or that you need to have a discussion with a coworker.

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