Business Education

Employees Have These Skills You’re Probably Overlooking in Your Business

In current conversations about emerging technologies like AI, workplace experts consistently highlight the critical role of human skills. However, eager to embrace the latest state-of-the-art tech, some companies may be undervaluing these essential qualities – characteristics that can be exceptionally valuable.

A recent Deloitte survey of 1,000 employees found that only 52% believed their companies prioritized “human skills” over technical skills. This perspective contrasts sharply with employees’ personal views: 95% described human skills as “always important” and “timeless,” with 87% identifying qualities like adaptability, leadership, and communication as essential for career growth.

Many employees also expressed a preference for employers to prioritize skills such as “teamwork and collaboration” over technical competencies like “AI integration and data analysis.” Without this emphasis on human skills, respondents worry it may have long-term effects. Specifically, 94% are concerned that future workers might lack the “necessary human skills” for the workforce.

While tech investments are clearly a priority for companies (average tech budgets increased to 5.49% of revenue in 2023 from 4.25% in 2022), there’s a notable gap in implementation. A survey by Challenger, Gray & Christmas found that while AI adoption is growing, it remains far from widespread among employees. Additionally, 70% of respondents in Deloitte’s survey reported being trained on new technology, only to see it quickly become obsolete. Consequently, employees want more interpersonal development, like mentorship and shadowing, along with a stronger focus on human skills.

How to Identify Human Skills

Since employees and employers alike value such skills and they can be mutually beneficial to both people and businesses, it’s important to identify individuals who possess these traits. Here are some ways small businesses can pinpoint critical abilities, such as communication, collaboration, and negotiation skills in their employees:

Communication Skills

Observe how employees communicate with customers, clients, and colleagues. Do they speak clearly, actively listen, and express themselves well?
Review email and written communications. Are they well-organized, concise, and appropriate in tone?
Look for employees who are comfortable presenting information to groups, articulating ideas, and engaging in discussions.

Additionally, take note of employees who can explain complex topics in simple terms and tailor their communication style to the audience.

Collaboration Skills

Watch how employees interact and work with others on team projects or tasks.
Do they contribute ideas, support their teammates, and share information freely?
Observe if they are able to compromise, resolve conflicts, and work towards shared goals.
Take special notice of employees who volunteer to help others and can take direction as well as provide it.

Also, pay attention to their personal disposition. For instance, if they demonstrate empathy, patience, and respect when collaborating.

Negotiation Skills

Evaluate how employees handle discussions around budgets, timelines, and other work-related terms. Do they prepare thoroughly, listen actively, and propose mutually beneficial solutions?
Identify individuals who can remain calm under pressure, make concessions when appropriate, and reach satisfactory agreements.
Look for employees who can effectively communicate their position, understand the other party’s perspective, and reach a compromise.

You should likewise keep an eye on their tactics. For example, if they are persistent yet flexible in their negotiation approach.

By observing these behaviors in day-to-day work, small business owners and managers can get a sense of which employees possess strong communication, collaboration, and negotiation skills. These soft skills or “human skills” are essential for success in many roles and can be just as important as technical expertise.

Want to Accomplish More?

Do you want your company to grow faster and earn more while you spend more time with your family doing all the things you started your business to do?

We can make that dream a reality. Give us 30 minutes and we will show you how to get your life back. Skeptical? Good! Put us to the test.

You can call us for your free appointment at 480-636-1720, or, if you prefer, send us an email. You can also visit us at Waters Business Consulting Group to learn more about us and the services we offer.

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How Integrity Capital Quadrupled Revenue With the Right Accountability Partner

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.elementor-widget-text-editor{font-family:var( –e-global-typography-text-font-family ), Sans-serif;font-weight:var( –e-global-typography-text-font-weight );color:var( –e-global-color-text );}.elementor-widget-text-editor.elementor-drop-cap-view-stacked .elementor-drop-cap{background-color:var( –e-global-color-primary );}.elementor-widget-text-editor.elementor-drop-cap-view-framed .elementor-drop-cap, .elementor-widget-text-editor.elementor-drop-cap-view-default .elementor-drop-cap{color:var( –e-global-color-primary );border-color:var( –e-global-color-primary );} In the summer of 2003, Dave Kotter left a commercial real estate lending company he didn’t enjoy working for and started his own: Integrity Capital. Over the next decade-plus, he built a solid book of business the hard way, through relationships and hustle. But by 2016, Dave hit a wall familiar to a lot of founders — he knew he wanted to grow, and he knew the tools to get there weren’t in his own skillset. “The greatest value I’ve gotten from John is accountability and synergy,” said Dave Kotter, Owner of Integrity Capital. “I wanted more than a coach. I needed to work with someone that not only would hold me accountable but also have the experience necessary to build an infrastructure to help me grow the company.” Ambition Without a System Dave had the drive to grow Integrity Capital, but not a clear next step. The specific mechanics of scaling a commercial lending business — the systems, the org structure, the metrics — were outside what he’d built himself to do. There was no reliable way to track and measure what was working, no dedicated team to run day-to-day operations, and no built-in accountability to keep the business moving toward its goals. Dave had worked with a business coach before, but never with a full-fledged consultant who could actually help build that infrastructure. He knew John Waters and respected his work ethic, character, and integrity — a fitting match for a company built on the same value. Building the Machine Behind the Business Waters Business Consulting Group started by taking an honest look at Integrity Capital’s past financial performance, then used that baseline to build a financial forecast model Dave could actually plan around. From there, the team developed a Strategic Growth Plan and helped Dave prioritize his day-to-day activities so they aligned directly with that plan, rather than pulling in a dozen different directions. An organizational chart gave the business clear operational responsibilities for the first time, paired with key performance metrics tracked every single week. To keep momentum and accountability in place, Dave and John met for weekly 90-minute sessions — a cadence that kept Integrity Capital’s growth plan from becoming another good idea that quietly faded. Quadrupling Revenue, One System at a Time The infrastructure work paid off directly in the numbers. Over more than two years of partnership, Waters Business Consulting Group helped Integrity Capital roughly quadruple its top-line revenue — growing from $223,000 and trending toward $650,000. Behind that growth was a full work-flow map of the entire client life cycle, which gave Integrity Capital transparent processes, procedures, and key performance indicators for the first time. Just as important, Dave finally had clarity and accuracy on the health of his pipeline, which meant more predictable, more objective decisions instead of gut calls. With key talent added to the organization alongside those new processes, Dave was able to start stepping back from the daily grind of running the business and redirect his time toward bigger, more strategic opportunities — the work only he could do. Want This Kind of Accountability in Your Business? Dave’s story is a common one: talented owners who know they want more, but not exactly how to systematize their way there. A free consultation is the place to find out what that next step looks like for your business. Contact Waters Business Consulting Group to schedule your free consultation.