Despite the healing of the economic recession two years ago and the growing movement of job hiring at present, there are still hundreds of men and women who decide to leave their respective jobs every day. It’s more than just seeking greener pastures. They didn’t find two things from their previous employment – job satisfaction and emotional intelligence. These are individuals who are under a lot of job stress and work-related burnout.

Their Importance to the Organization and the Employee
Based on a study conducted by the University of Haifa, employees who are more emotionally stable are likely to stay in their jobs for a very long time. They are also more dedicated and content with their present job descriptions. On the other hand, in 2008, a survey conducted by Segal Company (an HR consultancy company based in New York), stated that those who work in the public sector and employees below 40 years old are more likely to seek other job opportunities.

What do these figures entail? There are a couple of things. To properly stress the points, take a look at the following:

• Emotional Intelligence = Company Asset
Humans do have their inherent emotional intelligence, but it can be improved by the help of their respective companies. Firms should learn to reduce office gossip as well as office politics. If internal conflicts occur, they should also see to it that proper justice will be provided to the involved employees, perhaps through a setup of a grievance committee or imposition of penalties depending on the degree of error. Employees are also more convinced to stay if the company atmosphere isn’t too stiff. Human resource departments should also formulate teambuilding activities and other programs that will help establish camaraderie or belongingness of all employees.

Because emotionally stable individuals are less likely to leave companies and are more driven than the others, they are considered to be assets. In turn, it wouldn’t be long before companies would see the great importance of emotional intelligence, and HR would include it in screening their potential candidates.

• Money Inspires Workers, But not Always
Money motivates employees to leave or stay in companies. Nevertheless, salary isn’t the only reason. Dissatisfaction spells one of the biggest driving forces. Organizations can still do something to retain the young employees and prevent themselves from spending more money in continuously hiring individuals. They can provide trainings for them. HR can play a huge role, providing guidance or tips on career advancement and path. It’s also essential that young employees are encouraged to contribute more to the company and be given proper recognition for their hard work. Most of all, the company, with the lead of HR, should provide adequate and attractive benefits for their employees.

All points mentioned above coincide to Abraham Maslow’s theory: “humans are in continuous search for satisfaction” – even at their work and professional lives. They need more than just a home, food, clothing, and basic necessities to be happy.

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