Introduction. The relevance of studying the emotions of employees in organizations is due to the economic and psychological crisis, as a result of which many managers are trying to cope with their stress at work and, in some cases, their job duties remotely. The study aims to examine the relationship between emotional intelligence and individual characteristics of self-actualization in managers of a large trading company. Materials and methods. Forty employees from various trade organizations took part in the study. The following methods were used: the emotional intelligence assessment technique (N. Hall) and the self-actualization test (SAT) (E. Sjostrom). Spearman rank correlation method was used. Research results. A reliable direct relationship between self-motivation and contact was obtained (rs = 0.460; p ≤ 0.05). Self-motivation, defined as managing one’s emotions, determines a person’s ability to quickly establish contacts with people and communicate. The feedback of self-motivation and self-esteem was revealed (rs = -0.555; p ≤ 0.05). According to the respondents’ evaluations, social success is not affected by a person’s ability to manage emotions and feelings. An inverse relationship of empathy and self-esteem was also revealed (rs = -0.463; p ≤ 0.05). Respondents believe that empathy with others can hinder the achievement of social success, recognition, and self-esteem. Conclusion. Emotional intelligence of employees: contributes to developing their leadership skills, increases stress resistance at work, job satisfaction, motivation, interest in organizational learning, reduces emotional exhaustion and fatigue, and is a means of conflict resolution. All this has a positive effect on the company’s efficiency.