The results can be used alongside an annual appraisal or performance review. Discuss which trait scores an individual feels contributed to their successes. Do any of them pose a challenge for future goals or present an opportunity for growth? Use the Development Tips in a specific context, such as improving time management or active listening.

You can retake an assessment if you reissue the invitation. However, we would advise against it as we would not expect a significant change. The results should be used as a starting point rather than a way to track development. Any re-take should be 12 months after the original assessment.

As with all psychometric assessments, it's best to complete it when you feel most like your usual self. Intense emotions can skew self-perception, meaning responses may reflect a temporary state rather than your day-to-day reality. Managers should check that the results resonate and encourage individuals to reflect on what may have impacted their scores.

Emotional intelligence impacts how we understand and manage our own emotions and those of others. It has been found to be predictive of several important work outcomes including connection at work, turnover intention, task performance, contextual performance, and is a significant predictor of lower counterproductive work behavior.

Both assessments measure emotional intelligence and are psychologist validated. The Assess Emotional Intelligence assessment is built into the Thomas CXI platform for seamless use alongside other Thomas assessments in hiring and development. The TEIQue is BPS accredited, and offers a comprehensive 15-facet profile developed through an extensive academic research base. Both provide actionable development insights, but the depth of the TEIQue assessment makes it a great fit for leadership development and recruitment decisions.

For development conversations, combine EI with Behavior assessments. For in-depth development, pair EI with Personality assessments to examine both individual success traits and interpersonal working traits. For recruitment, use EI alongside Aptitude for leadership or people-centric roles.

The Assess Emotional Intelligence assessment takes around 10 minutes to complete, making it easy to include in hiring or development workflows. The TEIQue is a more in-depth questionnaire and typically takes around 20–30 minutes, reflecting its comprehensive 15-facet profile. Both are completed online and can be issued and managed through the Thomas platform.

Emotional intelligence assessments show how leaders manage their own emotions, understand others, and respond in different situations. This improves decision-making, communication, and the ability to build trust and engagement within teams.

Yes. Emotional intelligence assessments measure factors such as self-control and emotional regulation, which indicate how individuals respond to pressure and manage stress. This helps organizations understand how people are likely to perform in demanding environments.

Emotional intelligence assessments show how individuals perceive, express, and respond to emotions. These insights enable teams to adapt communication styles, reduce misunderstandings, and improve collaboration.

Emotional intelligence assessments provide insight into how leaders balance logic with emotional awareness. This enables more effective decision-making, particularly in complex or sensitive situations involving people and relationships.

Emotional intelligence assessments are most effective at key leadership stages, such as early identification, role transitions, and senior development. This enables organizations to build self-awareness and interpersonal capability as leadership responsibility increases.