Soft Skills: A Competitive Edge and an Employee Retention Imperative

L&D today needs to drive the development of 13 soft skills

People are still quitting their jobs in record numbers, and it is obviously draining organizations of critical skills. Not only traditional hard skills — the job-specific abilities and knowledge needed to get work done — but also soft skills. 

It is a talent drain that is hamstringing company performance and disrupting company culture. How do you address all of this? Learning and development, of course. 
 

• The 2022 LinkedIn Global Talent Trends Report says professional development is thought to be the number one way to improve company culture. 
• A report by The Execu|Search Group found that 86% of professionals would change jobs if a new company offered them more opportunities for professional development. 

The problem is, too many L&D leaders are wearing blinders — and old blinders at that. They are still concentrating on developing hard skills like data programming, budgets, or software skills. While hard skills like these are important, soft skills are equally important for any employee’s growth, for a better employee experience, and for improving your organization’s culture. Soft skills can absolutely give any organization a competitive edge. 

Stanford Research Center, Harvard University, and the Carnegie Foundation found that 85% of job success comes from excellent soft skills. Before you can add soft skills to your L&D plan, however, it is important to identify exactly what we are talking about. 

We believe 13 necessary soft skills are critical to employee success. 

13 Must-have Soft Skills 

Soft skills can be taught and improved with practice and awareness. These 13 soft skills added to your L&D program will help you keep your competitive edge and drive employee retention. 

1. Problem-solving 

Without clear, practical problem-solving skills, obstacles become blockers and prevent people, teams, and entire organizations from reaching goals and desired outcomes. As a skill, problem-solving drives innovation and growth for the individual and the organization. 

Problem-solving can be developed by modeling best practices and facilitating creative efforts. 

2. Agility 

Agility is the ability to learn and pivot when necessary and not become complacent. And agility — especially learning agility — is completely teachable. You can create a workplace ecosystem that relies on innovation and flexibility by giving employees tools, such as accessible materials, chances to collaborate with coworkers, and the space to have their ideas heard. This way, they can learn quickly and adapt to new ideas with ease. 

3. Attentive listening 

Focusing on what others are saying and being able to repeat back to them not only what they said, but also what they meant is a hallmark of attentive listening. Why is this important? It is important because collaboration and workplace harmony depend extensively on the ability of employees to not only understand what they are being asked to do or respond to, but also to be able to comprehend the underlying thought behind the request, complaint, or problem. 

Attentive listening can be developed through training and modeling from the top down. 

4. Empathy 

Empathy is non-judgmentally imagining the world from someone else’s point of view. It allows you to understand how your actions and decisions will affect others, and it helps build teams of people who are more likely to work well together. Empathy can be developed and practiced through coursework and active listening techniques. 

5. Collaboration 

Collaboration allows for multiple points of view and new ways of problem-solving. Knowing the keys to collaboration is crucial for forging cooperation, being flexible to take leadership (or to step aside for someone else to lead), and building the entire organization up. 

Collaboration can be modeled, taught, and practiced through leadership and team-building exercises. 

6. Change management 

Leaders and managers need change management skills to keep teams on board even when employees feel overwhelmed. Change management is the ability to authentically and clearly communicate change to team members so they welcome initiatives. Change management skills also foster collaboration across organizational boundaries. Change management courses and group exercises — such as crossing your arms the other way and changing chairs to change perspective — help develop this necessary skill. 

7. Curiosity 

Curious employees better understand the workplace environment (and will also lean more easily into collaboration and change management). Curiosity drives people to want to learn more and apply their learning to problem-solving. You can help your employees develop curiosity by creating an environment that encourages questions and problem-solving. 

8. Awareness 

A combination of perception, alertness, and appreciation of those around us, of the organization, and of society as a whole is what defines awareness. Good leadership depends on awareness and strong communication. Team members also need to be sufficiently aware to see opportunities for change. While some people are naturally aware, awareness can be taught and practiced until it is finely honed. 

9. Vulnerability 

Being vulnerable creates a space to let others into your head, and for you to see yourself as others do. It also offers opportunities for problem-solving and makes employees more likely to be creative, take risks, and be more open to making mistakes. Vulnerability can be facilitated by example. It offers team members insights into why things are happening a certain way and why change happens. 

10. Authenticity 

When the actions of a person or organization reflect their core values, and when those core values align with their greater purpose, they are acting with authenticity. Authentic leadership cultivates a leader’s unique life story and personality to serve multiple stakeholders — customers, employees, investors, and society in general. Authenticity in team members leads to organization-wide values in action, driving purpose and meaning. Authenticity can be developed, practiced, and modeled through learning and development courses. 

11. Integrity 

Integrity is core to dependability. It catalyzes team members to exemplify independence, pride in their work, approachability, and honesty. Integrity is the basis for teamwork, problem-solving, and collaboration — all of which in turn drive productivity and innovation. Integrity should be discussed openly, modeled by leaders, and encouraged in team members. 

12. Communication 

Good communication enables others to understand the information we are offering more quickly and accurately with less frequent misunderstandings and fewer frustrations. Good communication at the organizational level leads to better strategic understanding. At the leadership level, it leads to greater cooperation. Among team members, good communication leads to clearer reasoning and collaboration. Communication skills can be enhanced through training, practice, and open conversations. 

13. Resilience 

During times of adversity, rapid change, and ambiguity, resilience helps employees bounce back and respond to challenges and problems in healthy, supportive ways. It is more about the ability to adapt and be agile than the ability to toughen up and “just do it.” An organization made up of resilient team members is better prepared for the ever-changing work world. Resilience can be coached and strengthened to help organizations deal with uncertain times. 

In a world where workers are willing and able to go where they feel they can learn more, it’s important to focus on learning and development. Soft skills should be an important part of any L&D plan. Once you know the 13 most important soft skills, you can build a more rounded development plan and not only retain employees, but attract them as well.

Author Bio

Kristy McCann Flynn has 15 years of experience as a Strategic Human Resource Leader, Change Manager and Organizational Development Expert. She has served in senior leadership positions throughout her career – most notably with Pearson Education and Constant Contact. Kristy brings a big picture perspective and a hands-on, tactical approach to her leadership that she is now bringing to life with GoCoach (where she is the CEO & Founder). Kristy’s goal is to help and educate companies to meet their ultimate goals by empowering their employees to take ownership of their career. Visit GoCoach Connect Kristy McCann Flynn