How Leaders Can Boost Employee Engagement and Retention Through Emotional Intelligence
Carolyn Mozell is the founder and CEO of Leaders Who Connect and Inspire LLC and knows firsthand how transformative it can be when leaders and employees treat each other with mutual respect, kindness, and a genuine desire to see each other succeed. Carolyn served in some of the highest levels of local government leadership for over 25 years. Rising from executive assistant to deputy chief, she also knows that leadership is a privilege. Now, Carolyn leverages her direct experience advising elected officials, cabinet level leaders and activating diverse high performing teams to help leaders in business, nonprofit organizations and government agencies do the same.
If you’ve been dealing with disengaged employees and a constant stream of departures, you’re not alone. Many leaders try to “fix” these issues with perks, new policies, or process tweaks only to watch the same problems resurface.
Here’s what I’ve learned: engagement and retention aren’t just about what you offer employees. They’re more about how you connect with them.
That’s where Emotional Intelligence (EQ) comes in. EQ isn’t just a “soft skill”, it’s the foundation of a workplace where people feel valued, trusted, and motivated to stay. Let’s break down practical strategies you can put into action today.
Build Trust with Self-Awareness
When you’re self-aware, you notice your own biases, triggers, and blind spots before they affect your team. Without it, frustration can slip into your tone or decisions—and your employees will notice.
For example, you’ve had a stressful morning. You’re tempted to rush through the team check-in, but instead, you pause, acknowledge your distraction, and say to the team, “I want to give you my full attention, so let’s move this meeting to later today.” That one choice communicates respect and builds trust.
How to start building trust with self-awareness:
- Reflect daily: Ask yourself, “How did I show up today? What impact did I have?”
- Seek honest feedback from a trusted peer or mentor.
Strengthen Relationships with Empathy
Turnover often spikes when employees feel unseen or misunderstood. Empathy helps you understand their perspective and respond in a way that makes them feel supported, even in challenging situations.
For example, instead of telling an overwhelmed team member to “manage their time better,” you say, “I hear you’re juggling a lot. Let’s look at your workload together and see what we can adjust.”
How to start strengthening relationships with empathy:
- Schedule monthly one-on-ones focused solely on listening.
- Use prompts like “Tell me more” or “Help me understand” before jumping to conclusions or solutions.
Engagement and retention aren’t just about what you offer employees. They’re more about how you connect with them.
Create Stability with Emotional Regulation
When you manage your own emotions, you model calm and focus, even in high-pressure situations. This stability fosters psychological safety, which fuels engagement.
For example, in the middle of a project crisis, instead of snapping, you take a deep breath, gather the facts, and say, “We have a challenge, but I believe we can figure this out together.”
How to start creating stability with emotional regulation:
- Practice breathing techniques before responding under stress.
- Identify your triggers and decide in advance how you’ll respond.
Inspire Growth Through Social Skills
Retention soars when employees feel connected to you, to their peers, and to the mission. Strong social skills help you encourage collaboration, resolve conflicts, and keep communication open.
For example, two team members are clashing. You facilitate a conversation where each shares their perspective without interruption, and you guide them toward a shared solution.
How to start inspiring growth through social skills:
- Publicly celebrate wins—big or small.
- Encourage cross-team collaboration on projects.
Bottom Line: EQ Is the Game Changer
If you’ve been struggling to keep employees engaged and committed, it’s time to shift from simply managing tasks to truly leading with connection. Emotional intelligence builds a culture where people feel valued, supported, and inspired to stay.
And you don’t have to overhaul everything at once. Start small and be intentional. Build self-awareness so you know how you’re showing up. Lead with empathy so your team feels heard. Regulate your emotions so you can respond with clarity instead of reacting under pressure.
When you lead with emotional intelligence, every conversation, decision, and interaction is an opportunity to turn engagement and retention into your strongest advantage.
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