Emotional Intelligence at work – One Practical Tip For Everyone

Emotional intelligence has a far greater impact on business outcomes than many assume. Work is not purely rational—it is fundamentally shaped by emotions and human interaction. Emotional and interpersonal capabilities directly influence employee wellbeing, collaboration, and organizational performance. Unresolved emotions and conflicts undermine culture, while open dialogue builds trust. Psychological safety is a prerequisite for learning, engagement, and effective collaboration. The good news is that emotional intelligence can be developed—and doing so is one of the most critical future capabilities for any organization. We close with one practical takeaway that anyone can apply immediately.

 

 

Emotions are part of the operating system of work

 

Work is not just about expertise and execution —it is about how people interact. Emotions are present in every workplace situation, whether we acknowledge them or not. A lack of emotional intelligence shows up as:

  • unresolved conflicts
  • poor atmosphere
  • declining wellbeing

And these come with a real financial cost. High-performing workplace cultures are built on:

  • authenticity
  • open and respectful dialogue
  • the ability—and courage—to address tensions constructively

Emotions carry signals about underlying needs. In a work context, these are often needs related to fairness, recognition, belonging, and meaning. When teams learn to interpret and address emotional signals with curiosity and structure—alongside processes and targets—trust, engagement, and performance improve.

At the foundation sits psychological safety. Without it, people won’t speak up, give feedback, or address how behavior impacts others. Without this, learning slows down and collaboration weakens.

 

 

An overlooked leadership advantage

 

In business, we invest heavily in strategy, efficiency, and competence development. Leaders are trained in change management, industry expertise, and performance management. Yet one of the most critical success factors often remains underdeveloped:
leaders’ emotional and interpersonal capability.

Emotional intelligence is an underrated competitive advantage.

Organizations don’t succeed only because of talented individuals—but because of how those individuals interact. Leaders set the tone. They don’t just manage performance—they shape the emotional climate of the organization.

As often noted in sales: people decide emotionally and justify rationally. The same applies internally. Every organization is, first and foremost, a human system where emotions and interpretations directly affect:

  • engagement
  • employer brand
  • workload and stress
  • execution quality
  • and ultimately, profitability

Despite the idea of a “professional self,” employees cannot leave emotions outside the workplace. Emotions travel into meetings, decisions, and daily interactions. Many individuals operate through learned roles—observer, pleaser, performer, or self-reliant achiever. While these roles may offer protection, they can also reduce openness and increase misunderstanding.

 

 

The Cost and ROI of emotional intelligence

 

Emotional intelligence has a direct financial impact. A meta-analysis in Frontiers in Psychology in 2022 shows that employees who can manage both their own and others’ emotions are:

  • more engaged
  • more productive
  • more collaborative
  • less stressed

This translates into higher productivity, better quality of work, and smoother collaboration—in other words, improved business outcomes. Organizations that invest in emotional intelligence:

  • strengthen performance
  • improve retention
  • reduce costly friction

Conversely, low emotional intelligence leads to:

  • higher absenteeism
  • reduced productivity
  • increased burnout

Typical root causes include:

  • unresolved conflicts
  • lack of psychological safety
  • prolonged stress

Research consistently shows that a strong workplace climate significantly boosts productivity—satisfied employees can produce up to 40% more. This is not “soft”—it is core business performance.

 

 

How Emotional Intelligence Shows Up in Daily Work

 

Emotional intelligence—or the lack of it—is visible in everyday interactions such as: meetings where people are not truly listening, conflicts that exist but are avoided and leadership driven by fear rather than trust. These actions always shows up in the bottom line.

Conflicts themselves are not the problem. Unresolved conflicts are.

Wherever people interact, misunderstandings are inevitable. What matters is how they are handled. Constructively addressed conflict actually increases trust, while avoided conflict erodes performance. Key questions for any team:

  • Do we speak openly?
  • Do we address difficult issues?
  • Do we genuinely listen?

Emotions are not “good” or “bad”—they are signals of underlying needs, such as:

  • being heard and understood
  • recognition and appreciation
  • fairness
  • meaning
  • belonging

When these needs are unmet, frustration, withdrawal, and conflict emerge.
In low-safety environments:

  • people stay silent
  • avoid responsibility
  • protect their position
  • assign blame

Whereas, in high-safety environments:

  • people speak openly
  • collaborate willingly
  • learn from mistakes
  • commit to shared goals

 

 

Emotional intelligence can be developed – and must be

 

Emotional and interpersonal skills are not fixed traits—they are learnable capabilities. They develop through self-awareness, reflection, and deliberate practice. Core capabilities include:

  • recognizing and regulating one’s emotions
  • active listening
  • expressing emotions and needs constructively
  • empathy and compassion
  • dialogue skills

These skills do not develop automatically—but their impact is immediate and measurable in both culture and performance. The future of work will not be built on expertise alone—but on how we show up and work with others.

 

 

One Practical Takeaway For Everyone

  • Reflect on your own impact. What happens to the atmosphere in the room when you arrive?

 

 

Related Blog Posts

Performance Management – From Good to Great
Individualized Leadership – Why, How, and What Benefits?
Time for Leading People

 

 

Experts

 

Leea Kantelus, M.Sc. (Econ.), Enabler, Executive Coach

Leea is a business graduate with a humanist’s heart. She is driven to enable thriving workplaces by developing organizational culture and leadership to become more values-driven, productive, and adaptable. She works with organizations, teams, and individuals to unlock sustainable performance and renewal.

 

Päivi Frantsi, Lic.Psych., D.Sc. (Econ.), Myth Shetterer

Päivi is an experienced and inspiring coach for individuals and organizations, approaching the complexities of human life with curiosity. She brings strong professional expertise in supporting both individuals and communities to succeed and achieve their goals. Päivi has coached a large number of leaders to discover new dimensions and higher levels of impact in their work.

 

Antti Äikäs – CEO, Doctoral Researcher

Antti is an interdisciplinary developer of working life and an impact expert. His core competencies include designing strategic leadership and HR development processes, process management, and evaluating economic impacts.

 

About Freia

Freia is a sparring partner for leadership and work ability, delivering impactful solutions for both private and public sector organizations. Our mission is to create shared success.

 

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