A working relationship starts off transactional. A business needs someone to perform specific tasks to sustain, support or generate revenue and an employee in return receives compensation and benefits. As time goes by, this transaction is no longer of equal value, which is typically felt by the employee.
Employees need to feel that they are growing and being challenged. People, in general, are not built for a mundane lifestyle. No, this does not mean that everyone is wired to go out and party on a regular basis or take that spontaneous trip to a foreign country. It does, however, mean that people enjoy taking on meaningful challenges that will present them an opportunity to progress in both their professional and personal lives.
So, where do these challenges come from?
The answer: the development of soft skills! Soft skills are the reason why years of experience matter so much when choosing to hire high-level employees within an organization. They possess the same educational credentials as most people in the organization, but their years of interacting with others, going through the ebbs and flows of business, and experiencing problem-solving solutions is what is invaluable. 
The two charts shown above represent positions/responsibilities and industries that specifically target individuals with soft skills. It is noteworthy that these positions/responsibilities and industries are also typically associated with higher level education (bachelor’s degree, master’s degree and some Ph.Ds.) and we are starting to see a shift in the priorities of hiring managers. Technical skills are not being put to the wayside, but the application of soft skills in addition to the technical or skilled background is what allows employees to thrive.
So, what are the most sought-after soft skills? This can vary from position to position but a general list of the most applicable soft skills would be:
• Communication
• Emotional Intelligence
• Adaptability
• Problem-Solving
• Teamwork
• Time Management
• Leadership
• Conflict Resolution
• Creativity
• Networking
These skills all revolve around the capability to effectively interact with others, remove obstacles and inspire those around you. In theory, the concepts are simple, but how would one acquire these skills? There is no academic course on how to be adaptable, no training seminar about problem solving, and no books to teach someone how to be creative.
This is where employers and leaders MUST make a commitment to their employees and balance the scales of the “transactional” relationship mentioned at the beginning of this blog. The only true way to develop and eventually master these skills is through hands-on, real-life experiences. We must be intentional about the types of exposure we are giving to our employees to allow them to participate in as many “teachable moments” as possible. When tackling a problem, having a difficult conversation, or in the middle of a negotiation with a prospect ask yourself; can someone benefit from watching me execute this task? Often, the answer will be yes. Make the extra effort to expose your employees to as many situations as possible that will help develop their soft skills.
“But what if I spend all this time, energy and effort developing this person and they just quit?!”
Chances are that employees WILL leave or experience an involuntary removal from their current position and search for a new opportunity. According to the U.S. Bureau of Labor Statistics, the overall employee turnover rate in 2024 was around 57.3% (Source: U.S. Bureau of Labor Statistics - Job Openings and Labor Turnover - 2024 M12 Results). Working relationships do not need to be permanent to be successful. The investment in developing soft skills in your employees will result in one of three things:
1. Well-Prepared Employees
a. If this individual stays with your organization for the long haul, you know exactly what their skills and strengths are because YOU helped develop them! It is a lot easier to internally develop and promote employees versus utilizing traditional recruiting methods to find a new candidate and hope that their previous employers helped develop the soft skills you deem necessary for success.
2. Stronger Leadership
a. The more practice the leadership team has in developing soft skills, the better and more effective they become. Then, when a new employee does come into the organization, there is a good chance that they expediate their development of the necessary soft skills, potentially reducing the risk of future turnover.
3. A Positive Outlook on Your Culture
a. Investing in your people is always a win-win scenario. That employee either grows and develops within the organization or looks back on their time with the organization and is thankful for the time and energy that was spent on their development. There are a lot of resources employees use when looking into a prospective employer, just imagine how big an impact a few positive reviews can make from a former employee.
There is never a bad time to start developing your employees. The long-term benefits of having well-rounded employees will be a net positive for your business. If we strive to elevate ourselves and our businesses, it is our duty and responsibility to elevate those that are around us.
