We’re living in an era obsessed with data, algorithms and automation. While technological advancements undoubtedly drive progress, we are at risk of them overshadowing the true architects of organizational success: people. Human skills as an evolution from soft skills, these are qualities that weave into well-being, ethics, health and more. And it’s their human skills — communication, empathy, teamwork — that are often overlooked. Let’s be honest, many organizations still prioritize hard skills over these essential human qualities. But it’s high time we change that narrative.

Human Skills Gaps is a Leadership Challenge

Research with Markteffect shows that the specific human skills often lacking in leadership teams are insufficient communication (28%), creating team spirit (24%), and empathy (23%). These human skill deficiencies have a domino effect. Poor communication can hamper collaboration, stifles innovation and erodes morale. Without a strong sense of team spirit, employees can feel isolated and disengaged. Lack of empathy can create a cold, impersonal work environment that hinders productivity and creativity.

A leader who can’t inspire their team is like a conductor without a baton. A manager who lacks empathy can alienate employees and stifle creativity. And a team that can’t communicate effectively is like a ship adrift at sea.

The high cost of neglect.

Ignoring human skills is a costly mistake. Many organizations underestimate the role these skills play in employee success and their progression. By this, I mean that a lack of human skills can lead to misunderstandings, communication breakdowns and ultimately, underperformance.

Research shows a direct correlation between strong human skills and employee performance. People with well-developed human skills are more likely to be promoted faster and are better equipped to navigate complex challenges. People with well-developed soft skills are more likely to be promoted faster and are better equipped to navigate complex challenges.

But the benefits extend beyond individual performance. Companies with a strong human skills culture can enjoy higher employee satisfaction, lower turnover rates and improved customer relationships. It’s a win-win situation.

Building a human skills culture.

So, how do we turn this potential into reality? It starts with recognizing the problem and committing to change. Here are some steps to get you started:

• Identify the gaps: Conduct a thorough assessment to pinpoint specific human skill deficiencies and areas for improvement. Once the skill gaps are identified, businesses can prioritize them based on their impact on organizational goals. Subsequently, targeted strategies, such as training programs and mentorship, can be implemented to bridge these gaps and enhance employee performance and growth.
• Make human skills a priority: Make sure it becomes a talking point. Integrate human skill development into performance reviews, leadership training and onboarding programs.
• Offer ongoing training and development opportunities: Provide employees with access to personalized training and development opportunities that focus on human skills. This can include workshops, coaching and mentoring programs. But the key has to be on a tailored approach, each employee should have an individual and specific learning roadmap.
• Leverage technology: Human skills training really doesn’t have to be tumultuous and time-consuming. Online learning platforms can provide flexibility and scalability by offering training when offline, making it easier to deliver human skills training to a wide audience. Flexibility is key for busy schedules and maximizing participation.
• Lead by example: Demonstrate the importance of human skills through leadership behavior, indeed make these a core of the business. When employees see human skills in action, they’re more likely to value and develop them.

• Encourage feedback and reflection: Empower employees to seek feedback on their human skills — from colleagues, managers and direct reports — and to reflect on their own performance. This can help them identify areas for improvement and develop strategies for growth.

• Celebrate learning achievements: Recognize and celebrate employees’ achievements in developing human skills. This can help to create a positive and supportive learning environment. I have found that public recognition, peer recognition, awards and badges can encourage continuous improvement and strengthen employee engagement.

Investing in human skills training is not just a nice-to-have — it’s a business imperative. By prioritizing human skills development, learning and development directors, people managers and business leaders alike can unlock the full potential of their workforce and create a more engaged, productive, and successful culture.