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Essential Soft Skills Training For Employees To Improve Teamwork

Learning professionals have long used the term “soft skills,” but it’s time for a redefinition. Traditionally seen as secondary—invested only when budgets allow—soft skills are actually crucial for effective workplace functioning. These encompass a range of competencies like effective communication, conflict resolution, giving and receiving feedback, employee recognition, cross-functional management, time management, and adaptability to change.

In contrast to hard skills, which are the technical skills specific to an industry or role, soft skills are fundamental for holistic human interaction in the workplace. According to LinkedIn’s 2023 Workplace Learning Report, 89% of L&D professionals recognize the growing importance of soft skills in navigating the evolving future of work.

developing soft skills training

What Are Soft Skills?

Soft skills are the interpersonal attributes and personal traits that determine how individuals interact in social and professional settings. They are crucial for collaboration, leadership, and maintaining a positive work culture. Examples of soft skills in today’s workforce include:

1. Effective Communication: The ability to clearly convey ideas and actively listen.

2. Teamwork: Collaborating effectively with others to achieve common goals.

3. Emotional Intelligence: Understanding and managing one’s emotions and those of others.

4. Problem-Solving: Creatively addressing challenges and finding solutions.

5. Adaptability: Adjusting to new conditions and learning quickly.

The Importance of Soft Skills

Despite their significance, a common challenge is measuring the effectiveness of soft skills training. Unlike hard skills, which can be quantified, soft skills require qualitative assessment. Therefore, nuanced solutions include integrating feedback opportunities, performance metrics related to teamwork and communication, and observing changes in workplace dynamics.

A study by MIT Sloan revealed a striking 250% ROI from a 12-month soft skills training trial in five factories. This trial, focusing on crucial skills like problem-solving and decision-making, not only led to increased productivity and efficiency but also improved employee attendance.

3 Steps To Implement Soft Skills Training

1. Identify Skill Set Gaps: Conduct surveys or interviews to determine which soft skills need strengthening.

2. Choose Relevant Training Methods: Opt for interactive e-learning modules, workshops, mentoring sessions, or embed coaching into the daily workflow of your team members.

3. Measure and Adjust: Continuously gather feedback and adjust development programs accordingly.

This approach allows businesses to foster a more engaged, collaborative, and adaptable workforce, essential for navigating today’s fast-paced workplace.

The Rising Significance of Soft Essential Skills

‘Soft’ skills have evolved beyond their traditional perception, becoming crucial for organizational competitiveness, retaining talent, and fostering cultures of accountability and inclusivity.

Significant data support this evolution:

Korn Ferry’s Survey of 550 HR Thought Leaders identifies their top priorities, including developing strategies that align people with business objectives, enhancing employee experiences, empowering managers to motivate and retain talent, and creating more attractive employment propositions.

According to the Gallup 2023 State of the Global Workplace Report, 59% of employees are disengaged, prioritizing engagement and cultural alignment over salary and benefits. The report suggests that employees seek more recognition, approachable management, and learning opportunities.

Supporting this, a collaborative study by Boston College, Harvard University, and the University of Michigan demonstrated a 250% return on investment from soft skills training, showing its substantial impact on team performance. The training led to more effective collaboration among teams, ranging from sales to customer response departments, and contributed to better business outcomes.

These cases highlight how soft skills training can positively affect different teams within an organization. Enhancing management, communication, problem-solving skills, and managerial effectiveness allows companies to build compelling people strategies that engage and retain top talent while strengthening employer branding.

Now What?

Having established the critical role of soft skills in today’s workplace, the next step is understanding how to implement and measure soft skills training programs effectively.

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4 Ways To Understand and Implement Effective Soft Skills Training

1. Identify and Address Learning Gaps

The first step in creating a culture of engagement with high morale and strong collaboration is to equip every employee with essential soft skills. However, identifying which soft skills need strengthening is a challenge. HR and learning leaders must engage in direct conversations with employees to pinpoint these learning gaps.

2. Engage and Retain Learners

To ensure development, it’s crucial to focus on the type of learning that resonates most with employees. Research has shown that applying skills immediately, rather than in prolonged training sessions, significantly increases employee retention. A micro-learning approach, which breaks down training into small, digestible segments, can be more effective and actionable. This method allows for immediate application of learned skills, fostering a more dynamic learning environment.

3. Move Beyond Traditional Training Methods

It’s important to recognize that training programs are not the only solution for increasing soft skills. Technology can play a pivotal role in making soft skills training for employees scalable across an organization.

At Cloverleaf, we help integrate automated coaching and development tools to help employees strengthen interpersonal skills and professional development. This approach enables continuous learning tailored to the unique needs of each team and individual.

Practical Implementation Steps

1. Conduct Skills Assessments: Use workplace assessments to identify specific areas of strengths and potential skills gaps within your workforce.

2. Implement Micro-Learning: Utilize short, accessible, in-the-moment training that employees can immediately apply in their day-to-day activities.

3. Foster a Feedback Culture: Encourage regular feedback, allowing employees to discuss their learning experiences and provide insights into the training process.

4. Leverage Technology: Utilize platforms like Cloverleaf for automated coaching and development, ensuring a consistent and personalized learning experience.

4. Measure Training Effectiveness

Measuring the effectiveness of soft skills training can be challenging due to its qualitative nature. However, practical methods like observing changes in workplace dynamics, using performance metrics related to communication and teamwork, and integrating feedback mechanisms can provide valuable insights into the impact of these training programs.

By adopting these approaches, organizations can develop a more engaged, skilled, and cohesive team that is well-equipped to meet the challenges of the modern work environment.

soft skill training examples

It All Starts at the Top: Leadership's Role in Soft Skills Development

Successfully implementing and integrating soft skills within an organization begins at the highest level. It’s a common misconception to view supervisors and managers solely as the root of challenges in people skills. In truth, the embodiment of these skills must start with senior leaders and be mirrored in the company’s core values and behaviors.

Senior leaders play a pivotal role in setting the standard for soft skills within an organization. They must advocate for these skills and demonstrate them in their daily interactions and decision-making processes. Learning and HR leaders are often tasked with creating systems to evaluate leadership effectiveness, particularly in how they exhibit and foster soft skills. This evaluation should include mechanisms for delivering specific and timely feedback, ensuring leaders can identify and address any gaps in their leadership skills.

The Impact of Leadership on Psychological Needs

Research underscores the importance of workplace recognition, psychological safety, and personal development. A study conducted by the Center for Creative Leadership (CCL) sheds light on the profound influence that leadership styles have on team dynamics, particularly in terms of engagement from the team.

It’s also worth noting that approximately 60% of employees experience declining engagement and productivity due to poor frontline leadership, affecting 25% of organizations financially.

Conversely, engaged leadership, characterized by managers who are connected, empathetic, and supportive of their teams, can significantly enhance employee trust, loyalty, and overall satisfaction. This is contrasted with more authoritative or distant leadership styles, which can lead to disengagement and decreased productivity.

3 Benefits Of Soft Skills Training

1. Psychological Safety Increases: Leaders who excel in soft skills such as emotional intelligence, active listening, and positive reinforcement are more likely to address the psychological needs of their employees effectively.

2. Teams Retain Top Talent: One of the study’s significant observations is the correlation between leadership style and employee turnover. Leaders who actively engage in understanding and meeting the psychological needs of their employees significantly reduce turnover rates.

3. Strengthens Belonging: The study underscores the necessity for leaders to create a supportive and inclusive work environment. Such an atmosphere encourages open dialogue, mutual respect, and a sense of belonging.

Soft Skills Are Necessary For A Culture of Psychological Safety

Emotional intelligence, interpersonal communication, and active listening are most important soft skills for building a culture of psychological safety. This environment allows teammates to feel valued, understood, and safe to express their ideas and concerns. By prioritizing soft skills at the leadership level, organizations can foster a workplace where psychological safety is ingrained in the team and organizational culture.

Soft Skills In Action: Real-World Impact

One of our Cloverleaf Partners exemplifies this approach, delivering leadership communication training to thousands across various industries. In the last three years, they have integrated regular use of Cloverleaf into their leadership training, focusing on equipping leaders with the essential communication skills necessary for fostering trust and enhancing team performance.

A striking example of the program’s effectiveness is seen in the training of over 250 leaders from a hospitality organization. The most significant outcome, as reported by participants, was an increase in team retention. This improvement was attributed to the leaders learning and applying one fundamental skill: listening. Leaders boosted trust and approachability by simply taking the time to listen to their teams. This program has impacted leaders at all levels, from the C-suite to first-time managers.

While it’s challenging to directly correlate the financial investment in essential skill training to monetary returns, the benefits are evident in business goals to improve employee experiences, leadership effectiveness, and internal and external relationships. Essential skills competencies elevate the quality of work and positively impact customer experiences.

Thus, the focus should not be on if but on how to invest in soft skill training. The action taken in this direction is crucial, and the results speak for themselves. Your employees, and by extension, your customers, will appreciate and benefit from this commitment to developing essential skills.

Explore how Cloverleaf can transform your team. Dive into our innovative approach to aligning talent management, leadership development, and employee experience with your core business objectives. Discover how we validate ROI and elevate team dynamics, enhancing overall performance. Start your journey to strategic success with Cloverleaf today.

Stephanie Licata M.A. A.C.C.

Stephanie Licata M.A. A.C.C.

Stephanie is a learning and leadership strategist and coach who thrives on helping organizations create workplaces that work for everyone. She has trained thousands of Cloverleaf users at all levels to maximize the platform's potential. In addition, she has trained thousands of leaders across several industries in the art and science of coaching for developing individuals and teams. Stephanie has a Masters in Organizational Psychology from Columbia University and is an ICF and NYU certified coach.