“Emotional intelligence” has become a buzzword lately. With a growing emphasis on culture and shortages of supply of our talented workplace, curiosity about emotional intelligence is likely to grow. An interest in emotional intelligence is probably why you opened this article, so let’s dive back into our series on emotional intelligence and how it helped Ryan, the owner of a manufacturing plant, connect with his team and improve his company’s culture.
Now, we’ll talk about results!
The Best Employees Are The Ones You Have Right Now
For Ryan’s company, the HR department provided one of the greatest insights. They noted that they saw a savings in time doing record of employment paperwork every time someone quit or was fired, and believed a reduction in turnover was the first key step for addressing the issues.
When a company has high turnover, it’s all too easy to take the easy route and assume that the work is too hard, the employees are not reliable, or that no one wants to work. In these crazy times of shortages, it’s important to not fall into these kinds of stories.
Instead, listening to the team and taking action to address the team’s disorganized feelings is the first step for companies like Ryan’s who want to amplify their ability to retain their employees.
Positive Emotions Broaden, Build, and Drive Engagement
When emotions are not properly dealt with, they build up and cause us to shut down in different ways, like disengaging or taking a disconnected “whatever” approach. With data to show why employees are feeling stressed, we can laser-focus our attention.
For Ryan, his results allowed him to immediately start making better decision for the company and change how he was showing up for his employees. After getting the data on the Culture Index, he had the courage and drive to find out how he could improve, and was able to see himself through his employee’s eyes thanks to the Emotionally Intelligent 360 from Genos.
As a result, Ryan micromanaged less and increased his ability to identify how his behavior impacted his entire organization. In turn, other leaders on his team started stepping up more, since they felt more connected and informed. (He unpacks this on the Mindfulness Manufacturing Podcast, click here)
In Manufacturing, It’s All About Parts
Ryan saw his productivity go up and experienced his company’s biggest automation launch, which hit all targets. We know that in Ryan’s case, it is his team and people who drove the success of the automation. It took many different employees, contractors, and skillsets to pull off this launch and drive productivity.
The way you show up impacts how people feel, and the way they feel determines the extent to which they engage. That determines essentially everything about your relationships and the culture of your organization.
Wanting to increase your results without capital expenditures or hiring more staff? Contact Trevor for your complimentary Emotional Culture Index survey and uncover your blind spots for a better result!