8 Signs of Low Emotional Intelligence in the Workplace (And What to Do About It)
You know that coworker who storms out of meetings when they get feedback? Or the manager who makes decisions without considering how they’ll affect the team? They might not be difficult people. They could just have low emotional intelligence.
Emotional intelligence affects everything from daily interactions to major workplace decisions. When someone struggles with EQ, it creates ripple effects that impact team morale, productivity, and workplace culture. The good news? Once you recognize the signs, you can take steps to handle these situations more effectively.
Positive Leader offers customized digital and in-person leadership training designed to build essential EQ skills. If you have an employee displaying the following signs of low emotional intelligence, contact us for more information about our training programs.
8 Signs of Low Emotional Intelligence
1. Interrupting and Talking Over Others
People with low emotional intelligence often struggle to read social cues during conversations. They jump in before others finish speaking, dominate meetings, or seem oblivious when someone is trying to contribute. This behavior stems from poor self-awareness and difficulty recognizing others’ communication needs.
What to Do: Use active listening prompts like “Let me make sure I understand what Sarah was saying first” or “Hold that thought, I want to hear the rest of this point.” In meetings, try round-robin discussions where everyone gets a designated turn to speak.
2. Overreacting to Feedback
Constructive criticism triggers an outsized emotional response. They might get defensive, shut down completely, or turn feedback sessions into arguments. Instead of processing the information objectively, they take everything personally and react from an emotional place.
What to Do: Frame feedback using specific examples and focus on behaviors rather than personality traits. Try the SBI model: describe the Situation, the Behavior you observed, and the Impact it had. Give them time to process before expecting a response.
3. Blaming Instead of Owning Mistakes
When things go wrong, they immediately point fingers at others, circumstances, or external factors. Taking responsibility feels threatening because they haven’t developed the emotional skills to separate mistakes from personal worth. This creates a toxic cycle where problems never get properly addressed.
What to Do: Model accountability by owning your own mistakes openly. When discussing problems, focus on solutions rather than blame. Ask questions like “What can we learn from this?” or “How might we handle this differently next time?”
4. Avoiding Difficult Conversations
They’ll do anything to sidestep uncomfortable discussions – canceling meetings, sending emails instead of talking face-to-face, or hoping problems resolve themselves. This avoidance often makes small issues snowball into bigger conflicts.
What to Do: Make difficult conversations feel safer by setting clear expectations upfront. Start with something like “I want to discuss this challenge we’re facing, and I’m hoping we can work together on a solution.” Break down complex issues into smaller, more manageable parts.
5. Lack of Empathy in Decision-Making
Their choices consistently overlook how others will be affected. They might schedule important meetings during known conflicts, change processes without considering team workload, or make announcements without thinking about emotional impact. It’s not necessarily malicious, they simply don’t consider other perspectives.
What to Do: Before implementing decisions that affect others, ask questions like “How do you think the team will respond to this?” or “What concerns might people have?” Help them develop empathy by encouraging them to consider multiple viewpoints before moving forward.
6. Poor Non-Verbal Communication
Their body language, facial expressions, and tone often contradict their words or send unintended messages. They might cross their arms during collaborative discussions, use a dismissive tone when trying to be helpful, or appear disinterested when others are speaking.
What to Do: Gently point out when their non-verbal cues might be sending mixed messages. You could say something like “I can tell you’re engaged in this conversation, but your body language might suggest otherwise to the group.” Help them become more aware of these unconscious signals.
7. Difficulty Managing Stress
Under pressure, they become reactive, make poor decisions, or shut down entirely. They haven’t developed healthy coping mechanisms, so stress overwhelms their ability to think clearly or respond appropriately. This affects not just their work but the whole team’s dynamics.
What to Do: Help them identify stress triggers and develop coping strategies. Suggest taking breaks during intense discussions, using breathing techniques, or creating structured approaches for handling high-pressure situations. Sometimes just acknowledging the stress can help defuse it.
8. Struggling to Build Positive Relationships
They have difficulty connecting with coworkers beyond surface-level interactions. Relationships feel transactional rather than collaborative. They might be skilled at their job but struggle with the interpersonal aspects that make work enjoyable and productive.
What to Do: Create opportunities for low-stakes social interaction; team lunches, coffee breaks, or collaborative projects. Help them find common ground with colleagues and recognize the value of investing in workplace relationships.
Moving Forward
Dealing with low emotional intelligence at work requires patience and strategy. Remember that these behaviors often stem from lack of awareness rather than ill intent. By responding thoughtfully instead of reactively, you can help create a more emotionally intelligent workplace culture.
The key is to focus on specific behaviors and their impact rather than trying to change someone’s personality. Small, consistent interventions can lead to meaningful improvements over time.
Build stronger leaders for yourself or your team with Positive Leader’s EQ training for better communication, collaboration, and results.
