An increasing number of modern jobs require high emotional demands and fewer physical demands. While emotionally demanding jobs (EDJs) can take many forms, we specialize in helping those who engage in high levels of interpersonal interactions with customers and/or coworkers. These positions require employees to induce specific emotions in others while maintaining control of their own emotions. Workers in these positions often face emotionally challenging situations, especially for those who lack the proper temperament and/or coaching for the work environment.
For example, an individual may possess interest in a given position, yet lack the required knowledge, skills, and abilities to perform it effectively. Alternatively, someone may have all the necessary knowledge, skills, and abilities to be qualified, yet lack the interest, personality, or values required for the role. These often overlooked competencies are critical to person-occupation fit. To help better understand how we consult, Predictive Solutions categorizes EDJs into two categories: emotionally controlling jobs and emotionally stimulating Jobs.
The two main categories of EDJs
- Emotionally stimulating jobs – These refer to roles that require employees to regulate their own emotions and those of others. Nurses, Teachers, Customer Service, wait staff, and other service workers. This also includes middle management roles. For example, sales and customer service roles require employees to induce positive emotions in customers while simultaneously suppressing negative emotions such as conflict. Managers regulate the emotions of employees and are expected to set the example of emotional stability and rational thinking. In all cases, the interactions they have with others must be cooperative in nature. These are measurable trait preferences in behavior.
- Emotionally Controlling Jobs – Many jobs require individuals to regulate their emotions in the workplace while simultaneously displaying emotional and social control to customers or the public. For example, a strong salesperson may appear cooperative during a demonstration and throughout most of the sales process. However, when it’s time to close the deal, they need to be emotionally comfortable with being disagreeable and competitive. Even if the closing process accounts for only 5% of a salesperson’s daily activities, it is a “critical incident” that is key to achieving KPIs. A more extreme example of an emotionally controlling position would be Police Officers and other emergency response professionals. These job descriptions often require workers to show dominance over others. These traits can also be measured to ensure that, let’s say, for example, a salesperson is not considered too high in disagreeableness.
Why it matters.
If you are a job seeker or in need of career help:
Too often, people secure entry-level positions that they are “qualified” for, yet the job description does not align with the person’s natural preferences. Even worse, individuals can easily get “stuck” in careers that are dissatisfying. Your resume only reveals your past, not what you could achieve in the future. If you work emotionally demanding jobs (EDJ’s), how do you feel at the end of your workday? Do you feel energized by the work activities that you engaged in, or are you emotionally drained?
Knowing your unique human capital make-up involves measuring your preferences, then fitting you with the right occupation. One’s preferences can include aspects such as preferred work environment, traits, states, values, interests, attitudes, worldviews, or how you choose to interact with others. We can help you find positions in the modern labor market that align with your natural strengths. The result over a lifetime is higher productivity, more engagement, and ultimately, a higher salary. Learn more.
If you’re a hiring manager, HR, or Recruiter, ask yourself:
How do you currently determine which applicant is a better fit for one role over another? Of course, knowledge and skills (as listed in a candidate’s resume) are taken into consideration. More critically, if you hire like most, there is an overemphasis on the interview process. There are many known issues with this. Primarily, the unreliable nature of the standard interview.
Breaking down a job description by measuring desired behavioral preferences will make a quantifiable difference in successful hires. Along with a behaviorally based job analysis and behaviorally based, structured interviews, you can massively increase the correlational relationship between a new hire and retention. Over 40 years of research supports that using these strategies, along with the correct psychometric, organizations can expect to increase the validity of successful hires from .20 to as much as .80! To learn more about the common issues with standard interviews and how to fix them, click here to read my free article.