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How to manage the Emotional needs of your team

What can I do if my team has a low Emotional score?

If you are experiencing low Emotional scores we recommend looking at the results of the Emotional questions and thinking about how you can boost your scores. For example:

  • Are the relationships your people have at work positive? How could they be improved?
  • Are your people experiencing a lack of enjoyment in working with their teams, what can be done to bring this enjoyment?
  • Do your people get on with the people they work with, are there particular issues that bring the score down?
  • Is there a lack of recognition, could improving this lead to people feeling valued?
  • Are people able to express their opinions and are these opinions really heard and taken into consideration?

The Heatmap within the dashboard will help you identify if there are areas of your organisation that are performing well and if you notice there is a particular department, location, etc that is scoring better than others then what best practice could be shared with under-performing areas?


What behaviours would help you meet the Emotional needs of your team?

To meet the Emotional needs of your team you should foster an environment that is:

  • Passionate
  • High spirited
  • Creative
  • Enthusiastic
  • Engaging
  • Energising
  • Empathic

Their main source of motivation is Relationships


What does an Emotional style bring to a team and what type of environment suits them?

Teams who have an Emotional style tend to bring the following qualities:

  • Creativity
  • Motivation
  • Team spirit
  • Relationship building
  • Optimism

They tend to thrive in environments where:

  • There is a high level of contact with people
  • They have the freedom to explore opportunities
  • Ideas are shared and discussed
  • Coaching and counselling are present


How should you interact with a team with a predominantly Emotional style?

Try:

  • Being engaging and energetic
  • Painting pictures for them and tell stories
  • Focusing on people and relationships
  • Being sociable
  • Approaching them informally

Avoid:

  • Focusing on the rationale alone
  • Being too formal
  • Ignoring the impact on people