The Harvard Business Review offered an interesting recommendation in this field. Instead of focusing on soft skills, managers and leaders should focus on the other side of the spectrum – hard skills. Hard skills are much easier to measure and thus it is easier to monitor progress, it is very clear to communicate their importance for the internal organization, but also the external reach of the company, and these elements can be influenced very quickly. In the end, without a good foundation in hard skills, companies cannot even begin to develop the soft skills of their employees. If you have struggle between hard skills, soft skills and essential skills, click here to learn how to differentiate them.
Thus, for example, attention should be paid to learning about computer programs, writing skills and analytical work. What companies generally fear is that the long duration of implementing these changes may lead to a decline in employee support who will eventually forget about the main goal. One of the very useful tactics for solving this problem is to constantly go back to the plan and revise the achieved goals. In this way, employees remain permanently motivated and can monitor their own progress. In this way, the enthusiasm of employees is maintained, but also of those in leading positions in the field of change management.
It is well known that employers are increasingly looking for employees who can be described as Renaissance people, i.e. those whose interests do not rest in just one field, but have a wide range of knowledge, skills and experience. The reason for this is the development of integrated communication, a multidimensional model that combines different communication models to achieve maximum company competitiveness and cohesion in the workplace.
Today, it is not enough to have a relevant university degree when hiring. Not even many years of experience in a particular job is enough. There are more workers in the market than before and it is difficult to stand out in this diverse crowd. What employers usually focus on is volunteer experience and similar activities outside the workplace, but also participation in workshops, attending and moderating various panels and courses, organizing and participating in project and so on. Accordingly, human resources departments are being developed and strengthened increasingly. They now encourage their employees to be more proactive.
Employers are encouraged to hire associates who can communicate at different cultural levels and in different professions. In addition, by being involved in various activities, employees show the ability to manage time, and thus the responsibility and motivation to perform tasks.