In practice, the above initiative has been proved to be quite challenging mostly because of the existence of several factors, which tend to affect employee performance independently from the organizational structure and operational characteristics. Emotional intelligence is such a factor. emotional intelligence (EI) can be characterized as a quite complex framework, incorporating many different elements, as indicatively presented in Graph 1, Appendix. The relation between EI and employee performance is critically discussed in this paper. The theories and the empirical studies that have been developed in the specific field have been used in order to explore whether EI is related and at what level to the employee performance. It is revealed that EI has a key role in the increase of employee performance, but this role is likely to be perceived differently in organizations with different structures and cultures. In any case, EI and employee performance are closely related to being dependent on one another using different paths and methods of interaction, as explained in the studies presented below.In accordance with Sala, Druskat and Mount (2006) emotional intelligence (EI) can directly affect employee performance in the following way: employees are expected to interpret differently their leader’s decisions. Based on their personal perception of the leader’s orders in regard to a particular issue of the organization, employees are likely to differentiate their reaction. In this context, emotional intelligence can cause severe turbulence in the workplace under the terms that a lot of employees will perceive negatively the initiatives of the leader regarding an issue that affects, more or less, their interests (Sala, Druskat and Mount 2006, 168). The above problem becomes more critical because of the following fact: employee intelligence of employees cannot be controlled by the leader of the organization. on the contrary, employee intelligence is related to the background, knowledge and personal experiences reflecting the freedom of employees to develop their own views as members of the organization.