Your employees or team members today are more aware than ever, especially when it comes to their fit your organization and their expectations of their leaders.

Leaders have to be more aware of their employees needs and how to serve those needs to keep up with the increasingly competitive employment environment.

Emotional intelligence plays an important role in improving the employee experience and producing exceptional results in the workplace.

Here are six ways employers, leaders, and managers can improve emotional intelligence and maximize employee performance.

1. Know what motivates each person in your organization

Understanding how individual success can benefit the company will only get you so far. Leaders should focus on inspiring employees by pointing out how workplace success impacts personal success. More importantly – know what motivates your employees; not all are motivated by the same thing….it can be position or title, money, recognition or even increased responsibilities.

For example – generating more revenue could mean a bigger bonus at the end of the year, and thus directly impact the lives and families of employees. Highlight the significance of each employee’s role and put into perspective the bigger picture.

2. Hold yourself accountable.

Leaders hold their employees accountable every day, but who is holding you accountable? Leaders should hold themselves to equal standards as their team and not create their own rules, purely based on superiority. Ask yourself “what can I do to serve and help my team?”

Employees appreciate leaders who are integrated into the team; who are one of “them.”

3. Admit when you’re wrong.

Transparency is key to building trust. When you’ve made a mistake, admit to it and own it fully. Ask for support in your areas of weakness and don’t allow your authority to prevent you from seeing eye-to-eye with your team.

By the same token, build a culture where your team feels like they can take chances and not fear retribution if they make a mistake.

Employees will respect leaders who are more relatable, even when they are flawed.

4. Ask your team what they need.

If you notice a team member is falling behind, not reaching their potential or seemingly disinterested, ask what support they need….support them!

Leaders must be sensitive to their employee’s needs, but when in doubt: ask. Mindfulness can only get you so far, but a safer bet is asking for their feedback, suggestions and pain points.

5. Embrace diversity.

Encourage your employees to not only embrace but also leverage their differences. In today’s world, what makes you different is what makes you special and to be different no longer makes you an outcast or oddity.

View your team’s differences as opportunities and different perspective, which can ultimately lead to greater results. Leaders who are more inclusive will attract a greater breadth and depth of talent.

6. Genuinely care.

Show compassion towards your team members. As leaders, intensity and professionalism isn’t always the way to success.

Compassion and humanity are important traits when it comes to building meaningful connections with your employees. Small gestures such as eye contact, saying thank you or giving casual praise can make all the difference.

Truly successful leaders care about their people first, results second.