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A manager’s guide to Thomas’ Emotional Intelligence assessment

Emotional intelligence is the ability to recognise, understand, manage, and effectively use emotions in ourselves and in interactions with others. It is the foundation for how people perform, relate, and experience work.

The Thomas Emotional Intelligence assessment offers insight into how someone manages their emotions at work. It is quick to complete, easy to interpret, and useful across self-development, recruitment, and wider HR initiatives. It highlights clear strengths, growth areas, and development tips.

What the assessment measures

The assessment is based on three emotional intelligence factors, each supported by four underlying traits:

  1. Self-awareness: Being able to recognise, understand and reflect on your own emotions and thoughts. It involves accurately assessing your skills, believing in your potential, and remaining true to your beliefs.
    • Emotional awareness
    • Self-Reflection
    • Self-Belief
    • Self-Determination
  2. Self-management: The capacity to manage and control your impulses, thoughts, and emotions in pursuit of long-term goals. Adapting to change, demonstrating perseverance, and bouncing back from setbacks with a positive outlook.
    • Self-Discipline
    • Emotion Management
    • Agility
    • Resilience
  3. Relationship management: Managing social interactions effectively, showing empathy and appreciation for others’ contributions while considering diverse perspectives and trusting in others’ abilities.
    • Social Navigation
    • Compassion
    • Open-Mindedness
    • Trust in Others

Preparing for a feedback conversation

To ensure the conversation is productive, respectful, and empowering:

  • Review the results: Understand the individual's emotional intelligence profile across all three factors.
  • Understand the context: Consider the person’s role, current challenges, and recent workplace experiences that may influence their results.
  • Create a safe space: Choose a quiet and private setting. Make it clear that the conversation is about growth and development.
  • Be transparent: If you requested the assessment, explain why. Reassure them that their results are confidential and will only be shared with their consent.

During the conversation

Approach the conversation with empathy, openness, and curiosity. Psychological safety is built through trust and transparency.

  • Start on a positive note: Thank them for completing the assessment and acknowledge their strengths. Emphasise that there are no “good” or “bad” scores, only opportunities for self-awareness and growth.
  • Encourage reflection: Ask open-ended questions to explore their perspective:
    • “Did anything in the results surprise you?”
    • “Which areas do you feel most reflect your day-to-day experience?”
  • Explore growth areas with care: Avoid framing results as problems. Instead, ask:
    • “In which situations do you find it challenging to manage your emotions?”
    • “Which relationships at work energise you? Which ones challenge you?”
    • “What would help you feel more in control when navigating stress or setbacks?”

Collaborate on next steps

  • Ask them which behaviours or habits they would like to develop or strengthen.
  • Explore how you can support them. This may include regular check-ins, sharing resources, or co-creating new team habits.

Providing feedback on emotional intelligence should be a conversation, not an evaluation. When approached with empathy and a growth mindset, it becomes a meaningful opportunity to strengthen relationships, deepen self-awareness, and support long-term emotional and professional development.