"Are These The Job Skills Of The Future That Robots Can't Master?"
NetEase Technology News - July 21. According to Fast Company, Paul Roehrig, the Chief Strategy Officer at Cognizant Digital Business, a leading provider of business and technology services, claims that even though we live in a digital age, soft skills like communication, problem-solving, teamwork, and empathy are becoming increasingly vital. In fact, they may be more important than advanced technology itself. Roehrig noted, "In our era of powerful and widespread technology, human skills are more crucial than ever. This might seem counterintuitive, but to outsmart robots, you need to be more human."
A CareerBuilder survey reveals that 62% of employers rate "soft skills" as highly significant when evaluating candidates for 2017 recruitment plans. However, a recent Wall Street Journal poll found that 89% of executives struggle to find individuals possessing these qualities. Some argue this trend is due to over-reliance on technology and an emphasis on STEM fields (Science, Technology, Engineering, Mathematics). Roy Rigg, co-author of "What To Do When Machines Do Everything: How to Get Ahead in a World of AI, Algorithms, Bots, and Big Data," counters that these skills haven’t vanished—they’re simply more critical now. Roylege explained, "As machines handle more routine and lower-value tasks, we’ll need more people working on jobs that automation and AI can’t do."
If you've been neglecting "soft skills," it might be time to reassess your workplace strategy. A University of Michigan study shows that teaching employees soft skills can boost productivity and retention by 12%, yielding a return on investment of 256%. To help employees develop these skills, your company should focus on four key areas:
1. Evaluate Corporate Culture
Linda Sharkey, author of "Future-Proof Workplace: Six Strategies to Accelerate Talent Development, Reshape Your Culture, and Proceed with Purpose," argues that while technical training is beneficial, embedding soft skills into the work environment is ideal. She says, "Integrate the behaviors you want into your company culture. If collaboration is part of your culture, people will naturally adopt it because they see it modeled around them."
For instance, Menlo Innovations, a custom software developer, pairs employees to collaborate on projects, then rotates them onto new teams. This practice helps employees adapt better, interact more effectively, and step out of their comfort zones.
2. Reward Employees Who Exhibit "Soft Skills"
Sharkey emphasizes that reinforcing values aligned with promoted employees' behaviors encourages curiosity and relationship-building. She notes, "Leaders should act as coaches and developers for their staff. People need to form cooperative relationships with those they work with." Roylege agrees, suggesting incorporating soft skills into performance evaluations. "Recognize behaviors you value, like creativity, curiosity, or analytical thinking," he recommends.
3. Build a Diverse Workforce
Hiring employees with varied perspectives fosters empathy. Matthew Gonnering, CEO of Widen, a digital asset management firm, hired individuals with developmental disabilities like Down syndrome and cerebral palsy. He observes, "Empathy sharpens self-awareness. By seeing the blind spots in our worldview through someone else’s lens, we better understand how to apply hard skills like coding. We can build new products, but for whom—and why? Empathy reminds us to ask these questions."
Gonnering highlights that Widen's disabled employees contribute beyond their roles, sparking positive energy and inspiring attention to detail. For example, Andrew, who manages plants and popcorn services, shares his experiences as a Special Olympics coach and athlete, fostering meaningful connections and driving innovation.
4. Establish Mentorship Programs
Tim Elmore, president of Growth Leaders, a leadership development organization, advocates pairing new hires lacking soft skills with seasoned mentors. "Mentorship provides young workers with opportunities to speak candidly with experienced professionals and learn essential skills in a relaxed setting," Elmore explains. Soft skills like making a lasting impression often go unnoticed but are crucial.
Elmore suggests gathering influential veteran colleagues weekly to discuss topics related to social intelligence. These discussions enhance cognitive awareness and influence. Encouraging mentees to become mentors themselves creates structure in the onboarding process, making new employees feel valued and integral to the team.
Sharkey concludes, "If you permit disrespect among employees, your corporate culture risks becoming toxic. While many firms proudly display mission statements, do they truly uphold them? If the bottom line trumps ethical considerations, you risk losing customers, talent, and reputation."
As technology evolves, prioritizing human-centric skills ensures long-term success in the workforce.
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