Developing Emotional Intelligence Skills for the Workplace

This article discusses the importance of emotional intelligence in the workplace and how to develop emotional intelligence skills for better communication, stress relief, and conflict resolution. It also provides guidance for managers to improve team performance, reduce occupational stress, and increase personal well-being.

Developing Emotional
Intelligence Skills for the
Workplace

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Investing in emotional intelligence..............................................................................................3
Importance of Emotional Intelligence.........................................................................................6
Guidance for Managers................................................................................................................8
Reflection...................................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES................................................................................................................................1

INTRODUCTION
Emotional Intelligence refers to the ability of oneself that allows better understanding of
emotions, use and manage them in a positive manner for stress relief, effective communication,
surpassing challenges of life, being empathic to others and resolve the conflicts. There are four
areas of emotional intelligence self and social awareness, self-management, & relationship
management. Morrisons is the 4th largest supermarket chain operating in United Kingdom.
Goleman’s Emotional Intelligence theory gives five domains of EQ applicable in a
workplace. Self-awareness refers to the acknowledgement of one’s feeling at given point of time.
Self-regulation refers to the act of controlling or giving direction to the emotions, this domain
forecast the adverse effect of acting in an impulsive way before reacting. Motivation makes use
of the emotional attributes for attainment of the goals, eliminating all the obstacles. Empathy
refers to sensing the other’s emotions. Social skill is the management of relationships, by
inspiring employees to make them do the desired efforts.
The above five domains of the EQ are formed from the five realms of the theory. The five
realms namely are acknowledgement of one’s emotions, managing of one’s own emotions,
motivating self, identifying others’ emotions to understand it and managing relationships.
MAIN BODY
Investing in emotional intelligence
Benefits of having high level of EI for employees
 Helps in development of employees – In situations where employees of Morrisons reach
the highest level of job position in company, they start feeling frustrated from the
immobility in their progress to combat or avoid this feeling among them the company’s
emotional intelligence training plays a great role (Bhoumick, 2018). The employees find
them capable of developing leadership attributes and skills in them. These type of
trainings helps employees in staying clam in the situation of crisis, interacting with
customers with discontentment, solving problems with systematic approach.
 Reduces Stress – Stress is normal at workplace as it is an indicator of growth and
challenges are being encountered by the company. But the negative impact of workplace
stress can lead the organization in lower productivity and profitability crisis so it essential
to manage the stress (Karimpour and et.al., 2019). Employees with stress management

can be benefited with high job satisfaction levels. EQ helps employees to manage their
reactions on emotions of others.
 Conquering fears and insecurities – It is common that employees have fears and
insecurities regarding to their official projects getting fail or messed up. There is vital
role of emotional intelligence in helping employees to cop up with these types of fears
and insecurities (Goleman and et.al., 2019). The fact is the gap between a high
performing employee and low performing employee is emotional intelligence.
 Communication Skills – Another benefit of emotional intelligence is that employees are
able to improve their communication skills. EQ is a border concept that not only helps
employee to express their emotions but also recognize their emotions (Fteiha and
Awwad, 2020). In addition to this the employees becomes competent to take the
responsibility of what they feel. EI helps employees to communicate their needs instead
of just their feelings.
Benefits of management understanding EI and concepts related to it
 Teaches employees to react – the benefit of EI to management is that when management
understands the EI, with that understanding it can teach its employees how negative
feedback should be handled (Drigas and Papoutsi, 2019). Organizations often face the
problem of employees getting careless and aggressive towards their work in the
organization when they receive bad feedback from their superiors regarding their
performance (Oliver, 2020). With teaching employees EI company can relieve itself from
facing adverse employee reactions towards their superior giving them constructive
feedback.
 Creation of positive working environment - Emotional intelligence training in the
organization helps the management in creation of positive working environment (Koc
and Boz, 2020). Employees with negative attitude towards organizational practices is a
condition that is highly undesirable by the management. This is for the reason that
negative outlook of employees towards organization acts as an obstacle between healthy
performance of the company (Prentice, Dominique Lopes and Wang, 2020).
Understanding of employee intelligence by the management of Morrisons helps it to
make sure that the working environment of the company is positive. In the training of EI
given to the employees of Morrisons helps the employees to have awareness about their

behaviour. The employees with the EI training are aware about the negative impact of
their behaviours or reactions in negatively influencing others. Employees are able to
recognise the opportunities where they can maintain positivity in their reactions.
 Shows limits to employees – Training of Emotional Intelligence does not mean teaching
employees to eradicate the negative feelings they have altogether but empowers them
with the techniques and tricks applying which they can deal with those negative
emotions. The employees becoming expert in recognizing their emotions and its
consecutive impact over the others, becomes aware about their limits.
Concepts high levels of EI can improve
 Wellbeing and performance: Emotional intelligence is linked to wellbeing and
performance of the employees. The domains of emotional intelligence are linked with
employee wellbeing and their performance. When employees are aware about their
emotions and feelings and how to manage their reactions the health of the employees are
affected in a positive way (Gilar-Corbi and et.al., 2019). Work stress management
abilities are present in the employees with emotional intelligence so their mental health is
assured. EI helps management in creation of a good working environment. For instance,
Morrisons with good working environment ensures that the employees are motivated
towards their job and performance of the company is high. Employees with EI knowledge
or expertise are aware of impact of their actions over the others so they make sure that
their actions do not have adverse impact over the other employees. This instils the value
and principles in the organization. Further the employees trained with EI recognize their
responsibility of the actions (Alzoubi and Aziz, 2021). Having a responsible attitude
make sure that the grow and develop. Possessing of all these attributes further increases
the chances of employees to get promotions or appraisal this is linked with the financial
wellbeing of the organizational employees. Hence EI is linked with the wellbeing of
employees and their performance plus overall performance of the organization.
 Managing Stress: Emotional Intelligence is linked with managing stress. Every individual
response differently to the stress. EI can be used by employees to recognize their
emotions. Employees with higher levels of EI can handle the stress more efficiently. EI
have domains of self- regulation and management that can be used by the employees for
regulating the impact of stress on themselves and their lives. Self – regulation of stress

levels by an individual ensures that this stress does not get transferred to others that exist
in their surroundings. Self – management skills helps employees to manage the stress
they have (Sánchez-Álvarez, Berrios Martos and Extremera, 2020). Good regulation and
management of stress by employees help them to perform well. High performance of
employees is desirable for the management. Employees are aware about the areas that
triggers or initiates them to take stress. Awareness about this helps them to manage their
work before handed so that they do not have to feel stress.
 Empathy: Empathy means the ability in oneself to understand what is being felt and share
it. Sympathy means level of understanding between two or more individuals sharing
same feeling. Self- discipline is the first element of empathy and emotional intelligence.
It gives a well- established framework following which the employees can keep aside
their feelings, emotions and interact with the customers and/ or do their jobs (Boyatzis,
2018). Emotional Intelligence allows employees to have control over their
communication. Optimism is the next attribute allowing employees and management to
shape positivity in the experience they have with each other. The third element is known
as competitiveness (Sergey, Boris and Nadiia, 2019). For successful growth of the
organization it is necessary for the company to make sure that it remains competitive in
the market.
Importance of Emotional Intelligence
The resources invested on the well – being of the employees working remotely are of the
utmost importance to the organisation as efficiency and effectiveness of the employees working
remotely depends upon the efficiency and effectiveness of the resources invested for them
(Kotsou and et.al., 2019). The resources will assist the employees in management of any
uncertainties like new leave policies, devising of the communications plan which are transparent
and efficiently designed for sharing of accurate information and critical messaging, emotional
counselling and professional coaching by the leaders of the field and professional coaches in the
business, dedicated helplines which provide the facility of counsellors, psychiatrists and
psychologists to support the mental health, better focussing on the work through digital
technology like artificial intelligence chat bots, arrangements of webinars and organisational
channels for communications to engage, empower, motivate and energize the employees via

motivational speakers and other experts, promotion of hygiene through employee awareness via
organisational channels of communication and webinars, etc.
The resources will also provide businesses with opportunities to reanalyse their priorities
and the wider spectrum (Flores, 2019). These resource will thrive to keep the employees working
remotely motivate and resultantly, maintaining and increasing the productivity levels by
promotion of their work online, providing flexible working hours to the employees working
remotely, upgradation of the technical skills and achievement of goals with identification of
relevant work, etc. (Lubbadeh, 2020). Also, the digital and physical gap are bridged by the
managers by connecting via video conferencing online and carrying out of activities like online
virtual coffee breaks which are informal sessions including knowledge sharing and carrying out
activities like immunity booster sessions of yoga to make working in the group more fun online
and develop a sense of oneness and the feeling of community.
Wellbeing of employees is of the utmost importance to any organisation as the employees
are the one who are working in the organisation to achieve the organisational objectives and
goals (Kwon and et.al., 2019). The employees need to be healthy and motivated to work
energetically and even take an extra effort other than the normal course of actions he is
performing. The pandemic was a great lesson teacher to the organisations who were ignorant of
the well – being of its employees and did not take into account emotional intelligence as
pandemic unfortunately resulted into numerous number of deaths and even people getting
critically ill (Al-Habaibeh and et.al., 2021). Such death and critical illness affected the
organisations as the number of employees reduced who were working for the organisation or
who were critically ill were not able to work after recovery on their full potential due to their
weakened immunity.
Pandemic has taught that the remote working is the new trend in which proved to be
beneficial for the organisation as well as employees working remotely. The organisations gained
by the increased duration of working hours remotely across the globe and deciding
accountability of the employees working remotely became more efficient (Top 10 Benefits of an
Employee Wellness Program. 2021). Organisations also gained by saving the costs of the
running the office premises like electricity costs, transportation costs of the employees,
maintenance costs of the office premises when the premises were used regularly by the
employees, etc. Productivity and efficiency of employees also increased as they were working

from home and thus were living with their families which boosted their energy and motivation to
work more efficiently.
Organisations laid an extra stress on the well – being of the employees during the
pandemic while working remotely by advancing various health and safety services to the
employees and carrying on yoga and meditation session online over video conferencing
(Bayighomog and Arasli, 2022).
Naturally, employee well – being accrues various benefits to the organisation like
engagement of the employee in the operations and working of the organisation and towards the
achievement of the organizational objectives and goals (Shahid, Stirling and Adams, 2018).
Here, the employee is actively engaged and works effectively and efficiently in attaining and
completing his targets (Chandola and et.al., 2019). Well – being of the employees leads to
happening of less unhealthy working practices like negative communications, errors and frauds,
dishonesty and unprofessionalism in the behaviour of the employees, stress, anxiety, depression,
hypertension, alcoholism, etc. Such employee well – being will result into increased productivity
of the employees and resulting into cost savings for the organisations, improved health behaviour
towards physical as well as mental health avoid bad health behaviours like smoking, drug use,
etc., reduced risk of chronic diseases like blood sugar, blood pressure, cardia issues, etc., reduced
workplace stress in the daily activities of the organisation and reduced employee turnover and
thus cost savings on the health care of the employees, decreased absenteeism by improving the
health of the employees thus being more productive and more invested towards the organisation,
improved retention of employees in the organisation by rendering the employees loyal to the
organisation as employee is also motivated to achieve his personal goals along with the
organisational goals and objectives.
Guidance for Managers
Emotional intelligence of the managers will include various factors related to the manager
himself as well as to the personnel working under him. These factors include increasing
leadership ability, increasing team performance, improving decision making, decreasing
occupational stress, reducing staff turnover and increasing of the personal well – being (How
managers develop emotional intelligence and apply it: New study. 2021). Now these are the
aspects on which manager shall focus to develop the emotional intelligence. Now working on

these aspects is not an easy task and will require the manager to work on the following emotional
intelligence capabilities to develop the emotional intelligence:
 Self - Awareness: It simply means awareness of emotions of self specially when such
emotions are being experienced i.e., not realizing later that what just happened and to be
aware of the situation in the current state when it is happening like angry, happy, sad,
frustrated, etc. Such self – awareness is the indication of self – control i.e., how a person
is able to change the emotions according to the situation like in case of anger (Wang and
et.al., 2021). Therefore, self – awareness is the most crucial capability and an initiator to
be developed to develop emotional intelligence.
 Social – Perception: It is the ability of a person to accurately read and assess other
people’s emotions as they are and feeling them at the moment. It also includes close
analysis of the direction of the group’s emotions and the distribution of the group’s
emotions (Issah, 2018). Through this a person is able to effectively differentiate between
the actual justified emotions and the fake emotions just for the show. It is rather complex
but critical to apply social perception in the work culture to know the attitudes, intentions,
thinking and goals of the people working in the company.
 Emotional Literacy or Emotional Understanding: It simply means ability to
understand the reasons behind the emotions that a person is feeling or experiencing i.e.,
how literate a person is to understand the cause of his current emotions (Gadhavi and
et.al., 2021). This will assist the manager to predict the reaction of the employees
working in the organization in various situations and how their reaction will affect the
working of the organization. Thus the performance of the employees can be managed.
 Emotional Regulation: It involves regulating of the emotions i.e., increasing, decreasing
or maintaining both the intensity of the motions (Mustafa and et.al., 2020). In such a way
the manager or leader can also influence the decisions of other personnel working under
him. It will involve setting of objectives regarding appropriate emotions, selection of
appropriate strategy to regulate the emotions and finally implementing such strategy to
regulate emotions.
Although appearing to be similar, there is a huge difference between empathy and sympathy.
It can be said that empathy is a better approach to connect and communicate with those
experiencing a significant emotional pain. When a person is able to understand and share

experiences and emotions of another person it can be said that he is empathizing with another
person. It simply means sharing feeling of someone else (Bloom and Lambie, 2020). To
empathise is an effective way to create a bridge between two persons and allowing compassion,
understanding and genuine healing to settle in. By being empathising, a person is able to point of
view of others and becomes helpful. On the other hand, sympathy includes a lot of judgement
towards other person’s feelings and emotions (Paruchuri and Asadullah, 2018). It means to be
able to understand the situation of other person from self-perspective. It involves putting self in
other person’s shoes and trying to understand why the other person has a particular feeling thus
able to understand the reason for such emotions and to be able to provider solutions to the person
which are healthier, comforter and more comforting.
The suggestions provided above regarding the development of emotional intelligence of the
managers which included capability to develop self – awareness, capability to develop social
perception, capability to develop emotional literacy or emotional understanding and capability to
develop emotional regulation are totally feasible and totally dependent upon the personal efforts
of the manager and the personnel (John, Anthony and Bakari, 2020). The manager needs to be
personally aware and updated so as to inculcate the sense of above senses namely self –
awareness, social perception, emotional literacy or emotional understanding and emotional
regulation.
Although the suggestions provided above are feasible but organisations need to have certain
resources to allow the implementation of the suggestions. One of the resources can be
formulation and implementation of systematic and appropriate guidelines, policies, procedures
and protocols to be applicable on the working of the personnel according to which the managers
and employees have to work so as to develop the emotional intelligence (Di Fabio and Kenny,
2019). The suggested techniques will be better suiting both the larger as well as smaller
organisations as managers need to be emotionally intelligent whether it is large or a small
organisation to keep the employees motivated and keep them working towards the goals and
objectives of the organisation.
Reflection
As per the results of the online quizzes taken by me and as per the development plan, my
level of emotional intelligence came out to be ‘not bad’. The results say that I’m better than the
average population at reading of expressions of others. And such a skill of reading of other’s

emotions and expressions can be improved by practice. Through the preparation of this report I
was able to understand the meaning of emotional intelligence and the areas where emotional
intelligence is applicable. Also, I came to know the frameworks of emotional intelligence namely
Goleman’s Five Domains of EI and Bradberry. I came to know the benefits of investment in
emotional intelligence by the businesses through the employees having high level of emotional
intelligence along with the management being able to understand and demonstrate the high level
of emotional intelligence toward the employees (Sorribes, Celma and Martínez‐Garcia, 2021). I
also learnt about the aspects which are positively affected by the high levels of improvement in
the emotional intelligence like performance and wellbeing of the employee through CIPD key
domains, concept of empathy vs. sympathy, management of stress related to business, legal and
moral issues through HSE management standards, etc. and supporting each aspect with the
examples of an organisation along with the statistics and research.
The above report also made me understand the organisational advantages of the resources
that are invested by the organisation on the wellbeing of the employees and that too specially
with respect to the employees working remotely (Back, Tulsky and Arnold, 2020). Most
importantly, the report taught me the importance of the wellbeing of the employees and working
remotely during the time of pandemic which included savings of operating costs for the
organisation and saving of travelling and accommodation costs for the employees living on
rentals (Navas and Vijayakumar, 2018). Also, the benefits of the wellbeing of the employees
from the point of view of the organisation are discussed i.e., what positive effect the improved
and maintained wellbeing of the employee will have in the organisation’s working and
operations and the overall achievement of the objectives and goals along with the common goals
and objectives.
I also understood that skills of emotional intelligence are very necessary to be developed in
the managers of the organisation as they are the one managing the other employees of the
organisation and thus shall be fully capable of showing the emotional intelligence and support
toward the employees (4 Reasons Why Every Manager Should Care About Emotional
Intelligence. 2022.). Now for such emotional intelligence to be inculcated in the managers four
most important emotional intelligence capabilities shall be developed namely self – awareness,
social – perception, emotional literacy or emotional understanding and emotional regulation.

These 4 capabilities are of utmost importance for the manager to develop the ability of emotional
intelligence.
CONCLUSION
Emotional intelligence or emotional quotient or EQ including understanding, usage and
managing of one’s emotions in a very positive and productive way which will result in relieving
of stress, effective communication, empathizing with others, overcoming of challenges and
conflict diffusion. Remote working can be defined as working as an employee of an organisation
from a place other than the office centrally operated by the employer like home, any private
office, other shared working space, etc. The above report thus conclusively explains the concept
of emotional intelligence (EI) along with areas of EI and associated frameworks. Benefits of EI
to the employees are explained along with benefits of management EI and other concepts. The
above report also contains importance of emotional intelligence in case of varied groups of
workers and especially with respect to the remote workers. Then the report gave guidance to the
managers regarding effective and efficient development of the emotional intelligence skills. At
last, personal reflection on the emotional intelligence is being provided with.

REFERENCES
Books and Journals
Al-Habaibeh, A. and et.al., 2021. Challenges and opportunities of remotely working from home
during Covid-19 pandemic. Global Transitions. 3. pp.99-108.
Alzoubi, H. M. and Aziz, R., 2021. Does emotional intelligence contribute to quality of strategic
decisions? The mediating role of open innovation. Journal of Open Innovation:
Technology, Market, and Complexity. 7(2). p.130.
Back, A., Tulsky, J. A. and Arnold, R. M., 2020. Communication skills in the age of COVID-
19. Annals of internal medicine. 172(11). pp.759-760.
Bayighomog, S. W. and Arasli, H., 2022. Reviving employees’ essence of hospitality through
spiritual wellbeing, spiritual leadership, and emotional intelligence. Tourism
Management. 89. p.104406.
Bhoumick, P., 2018. It's Really Matter: Review of the book, Emotional Intelligence: Why it can
matter more than IQ’by Daniel Goleman. Research Journal of Humanities and Social
Sciences. 9(3). pp.639-644.
Bloom, Z. D. and Lambie, G. W., 2020. The adolescent measure of empathy and sympathy in a
sample of emerging adults. Measurement and Evaluation in Counseling and
Development. 53(2). pp.89-103.
Boyatzis, R. E., 2018. The behavioral level of emotional intelligence and its
measurement. Frontiers in psychology. 9. p.1438.
Chandola, T. and et.al., 2019. Are flexible work arrangements associated with lower levels of
chronic stress-related biomarkers? A study of 6025 employees in the UK household
longitudinal study. Sociology. 53(4). pp.779-799.
Di Fabio, A. and Kenny, M. E., 2019. Resources for enhancing employee and organizational
well-being beyond personality traits: The promise of Emotional Intelligence and Positive
Relational Management. Personality and Individual Differences. 151. p.109278.
Drigas, A. and Papoutsi, C., 2019. Emotional Intelligence as an Important Asset for HR in
Organizations: Leaders and Employees. International Journal of Advanced Corporate
Learning. 12(1).
Flores, M. F., 2019. Understanding the challenges of remote working and its impact to
workers. International Journal of Business Marketing and Management (IJBMM). 4(11).
pp.40-44.
Fteiha, M. and Awwad, N., 2020. Emotional intelligence and its relationship with stress coping
style. Health psychology open. 7(2). p.2055102920970416.
Gadhavi, D. and et.al., 2021. EMPLOYEE WELLBEING AND EMPLOYEE'S HAPPINESS: A
STUDY OF AN INDIAN UNIVERSITY. Academy of Strategic Management
Journal. 20. pp.1-11.
Gilar-Corbi, R. and et.al., 2019. Can emotional intelligence be improved? A randomized
experimental study of a business-oriented EI training program for senior managers. PloS
one, 14(10), p.e0224254.
Goleman, D. and et.al., 2019. HBR Emotional Intelligence Ultimate Boxed Set (14 Books)(HBR
Emotional Intelligence Series). Harvard Business Press.
Issah, M., 2018. Change leadership: The role of emotional intelligence. Sage Open. 8(3).
p.2158244018800910.
1

John, I., Anthony, N. K. and Bakari, D. Y., 2020. Impact of Work Life Balance on the
Psychological Wellbeing of Employees in the University of Cape Coast. Journal of
Psychology. 8(1). pp.8-19.
Karimpour, S. and et.al., 2019. A Gender Difference in Emotional Intelligence and Self-
Regulation Learning Strategies: Is it true?. Novelty in Biomedicine. 7(2). pp.38-44.
Koc, E. and Boz, H., 2020. Development of hospitality and tourism employees’ emotional
intelligence through developing their emotion recognition abilities. Journal of Hospitality
Marketing & Management. 29(2). pp.121-138.
Kotsou, I. and et.al., 2019. Improving emotional intelligence: A systematic review of existing
work and future challenges. Emotion Review. 11(2). pp.151-165.
Kwon, E. and et.al., 2019. Upscale hotel employees’ surface acting: The roles of perceived
individualized consideration and emotional intelligence. Journal of Hospitality and
Tourism Management. 41. pp.19-27.
Lubbadeh, T., 2020. Emotional intelligence and leadership–the dark and bright sides. Modern
Management Review, XXV. 27. pp.39-50.
Mustafa, M. Z. B. and et.al., 2020. Vocational College Teachers In Malaysia: Emotional
Intelligence. PalArch's Journal of Archaeology of Egypt/Egyptology. 17(9). pp.5099-
5106.
Navas, M. S. and Vijayakumar, M., 2018. Emotional intelligence: A review of emotional
intelligence effect on organizational commitment, job satisfaction and job
stress. International Journal of Advance Scientific Research & Development. 5(6). pp.1-
7.
Oliver, T., 2020. The importance of subordinate emotional intelligence development in the
workplace. The International Trade Journal. 34(1). pp.162-172.
Paruchuri, H. and Asadullah, A. B. M., 2018. The Effect of Emotional Intelligence on the
Diversity Climate and Innovation Capabilities. Asia Pacific Journal of Energy and
Environment. 5(2). pp.91-96.
Prentice, C., Dominique Lopes, S. and Wang, X., 2020. Emotional intelligence or artificial
intelligence–an employee perspective. Journal of Hospitality Marketing &
Management. 29(4). pp.377-403.
Sánchez-Álvarez, N., Berrios Martos, M. P. and Extremera, N., 2020. A meta-analysis of the
relationship between emotional intelligence and academic performance in secondary
education: A multi-stream comparison. Frontiers in psychology. 11. p.1517.
Sergey, B., Boris, K. and Nadiia, R., 2019, June. Modeling of empathy, emotional intelligence
and transformational leadership to the project success. In International scientific-
practical conference (pp. 209-222). Springer, Cham.
Shahid, R., Stirling, J. and Adams, W., 2018. Promoting wellness and stress management in
residents through emotional intelligence training. Advances in medical education and
practice. 9. p.681.
Sorribes, J., Celma, D. and Martínez‐Garcia, E., 2021. Sustainable human resources management
in crisis contexts: Interaction of socially responsible labour practices for the wellbeing of
employees. Corporate Social Responsibility and Environmental Management. 28(2).
pp.936-952.
Wang, B. and et.al., 2021. Achieving effective remote working during the COVID‐19 pandemic:
A work design perspective. Applied psychology. 70(1). pp.16-59.
2

Online
Top 10 Benefits of an Employee Wellness Program. 2021. [Online]. Available through: <
https://blog.vantagefit.io/benefits-of-employee-wellness-programs/#:~:text=It%20makes
%20employees%20feel%20valued,culture%2C%20a%20culture%20of%20health. >
How managers develop emotional intelligence and apply it: New study. 2021. [Online].
Available through: < https://oxford-review.com/blog-how-managers-develop-emotional-
intelligence/# >
4 Reasons Why Every Manager Should Care About Emotional Intelligence. 2022. [Online].
Available through: <https://www.fond.co/blog/4-reasons-emotional-intelligence/>
3