Business Education

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

Employees Have These 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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Get Your Body Butter and Toothbrush Rentals Here! What could Possibly Go Wrong?

April 10, 2019 No Comments

Strangely, no one is lining up outside the body butter and toothbrush rental stand. How odd? Who would have guessed such an idea wouldn’t take off? After all, you have a huge selection. So, there are plenty of choices. Yet, no one is interested. Something’s amiss here and you can’t quite put your finger on it. Even Good Business Ideas are Not Guaranteed Winning Strategies Okay, so the headline says it all. It’s a totally ridiculous business model. There’s not a person near or far interested in renting body butter or a toothbrush. Yet, people do come up with some strange concepts to sell and are surprised when they don’t pan out. You’ve created something unheard of. You’re passionate about it. You believe in it. You’ve also spent an insane amount of time figuring the whole business out down to the tiniest detail. By now, you can talk about it for hours — and to top it off, it actually is a great idea. But for some reason, you can’t sell it. So, what’s the problem? —Forbes.com On the flip side, there’s no guarantee a really good idea will widely succeed. Even the best concepts run into problems. In other words, solid products and services aren’t immune from the realities of the marketplace. Put another way, there is no straight path from unknown to sensation. How to Test a Business Idea So, how do you know if a business idea is worth pursuing in the first place? How can you determine if it’s something which has a real chance of making it in the free market? Try these suggestions to establish a baseline: Look for successful competition. Everyone wants to believe their idea is “new.” But, that’s usually not the case. In-part or whole, it’s likely been done before. So, look for examples and see how they fared. Test different versions several times. There’s no such thing as perfect. Meaning, your business idea isn’t without some sort of flaw. Even if you’re really confident in what you’ll offer, it could perform better or worse, depending on a few tweaks. Offer a variety and see which works. Explore the industry to gain an understanding. It’s certainly true good ideas are boxed out of the marketplace because they aren’t allowed. Perhaps it’s too heavily regulated or there are just too many obstacles to make it feasible. Think about how it can scale and adapt over time. If the business can’t scale up to meet demand, that’s a big, red flag. And, if it’s not able to evolve with the changing times, that too, is a big obstacle. Think about creating a Minimum Viable Product (MVP). Ok, what the heck is an MVP. A minimum viable product (MVP) is a concept from Lean Startup that stresses the impact of learning in new product development. Eric Ries, defined an MVP as that version of a new product which allows a team to collect the maximum amount of validated learning about customers with the least effort. This validated learning comes in the form of whether your customers will actually purchase your product. A key premise behind the idea of MVP is that you produce an actual product (which may be no more than a landing page, or a service with an appearance of automation, but which is fully manual behind the scenes) that you can offer to customers and observe their actual behavior with the product or service. Seeing what people actually do with respect to a product is much more reliable than asking people what they would do. If the business can’t scale up to meet demand, that’s a big, red flag. And, if it’s not able to evolve with the changing times, that too, is a big obstacle. How do you test a business idea to ensure it’s a viable one? Please share your thoughts and experiences by commenting! Interested in learning more about business? Then just visit Waters Business Consulting Group.

How Entrepreneurs can Get Off the Hedonic Treadmill

May 20, 2021 No Comments

The hedonic treadmill is a trap that too many entrepreneurs (and others) fall into without actually realizing it. This perpetual cycle of returning to the same relative state of happiness is a phenomenon that was first officially recognized in the 1970’s. However, since that time, there’s been very little public awareness about it. Although, people of all kinds continue to experience it to this day, in particular, the most successful executives and business owners being among them. Fortunately, there are ways to escape this mindset. The Hedonic Treadmill Explained The hedonic treadmill is fairly easy to understand. It simply means that individuals return to their baseline of happiness after big accomplishments. Put another way, when someone reaches a worthwhile goal, he or she will only feel the euphoria of the accomplishment for a short period of time, and then return to his or her previous level of happiness. As soon as we hit a goal, we’re happy for a few days (or seconds) but then we quickly focus on the next (and bigger) thing we want to achieve. I’m totally guilty of this myself as well. And sure, there’s nothing wrong with that. But if you do, make sure it comes from the right place of mind. Make sure it comes from a place of abundance and not out of scarcity, or else it might just do some serious damage. Whenever you find yourself on the ‘hedonic treadmill’, it’s quite hard to get off. In fact, it’ll never stop until you consciously make it stop yourself. —Medium.com While that seems completely logical and understandable, it creates an ongoing cycle in which people attempt to return to that feeling of happiness time and again. In other words, the happiness of achieving the goal wears off and therefore, other goals must be reached to continue to feel that sense of reward. Obviously, this can easily lead to very unacceptable behaviors, including things that are ethically and morally wrong. Effective Ways Business Owners can Avoid the Hedonic Treadmill Like any other type of harmful cycle, one must recognize one’s own behavior in order to make the necessary corrections. As with other unhealthy practices, with a few strategic changes, it’s possible to step off the hedonic treadmill by doing the following: Practice gratitude. This is a very simple way to not only recognize, but relish accomplishments and put them into perspective. For instance, opening a new location in order to serve a growing customer base is a huge win for any business. However, there will be challenges with doing so and it certainly doesn’t mean there won’t be any obstacles to deal with in the future. So, feeling a sense of gratitude when it is deserved but understanding that there are still future challenges is essential. Be more optimistic. Most entrepreneurs are optimistic by the very nature. Still, there are going to be instances when even the most optimistic person lets their emotions turn pessimistic. Again, putting your thoughts and feelings into perspective will greatly help you deal with issues that arise in the course of doing business. Adopt a balanced life. Obviously, all work with very little or no play will certainly feed into someone being trapped on a business-centric, hedonic treadmill. If you are willing and able to strike a better balance, you’ll feel more satisfaction in your life overall. Accept certain limitations. Everyone has their limitations. While most entrepreneurs don’t like to accept their shortcomings, the ones who do and partner up with people who excel in areas where they lack, tend to be the most successful. So, know your limitations and play to your strengths. Set truly meaningful goals. There are many types of goals you can set as a business owner. But, the bottom line doesn’t have to revolve around all of them. For example, if you create a pleasant working environment, your employees will be grateful, which improves morale, and ultimately, makes it a great place of camaraderie. Our Client’s Top Salesperson is on the Treadmill. One of our clients has a top sales person that functions on a Hedonic Treadmill, so she has little empathy for others. As long as she keeps winning the next big deal, it reinforces the ongoing cycle of what seems to make her happy. Consequently, when deals are not closing, her demeanor causes challenges with our clients technicians and staff. What other suggestions do you have? Please take a few moments to share your thoughts and experiences so others can benefit from your unique perspective! Your input could really help someone out! Interested in learning more about business? Then just visit Waters Business Consulting Group.

Personality Hires Spark a Big Social Media Debate. Here’s What Small Businesses Need to Know

July 10, 2024 No Comments

Personality Hires Spark a Big Social Media Debate: Here’s What Small Businesses Need to Know Personality hires have recently become a popular topic on social media. While there are numerous reasons, perhaps the biggest is the concept resonates with many people, particularly younger generations like Gen Z, who often feel that they bring value to the workplace through their interpersonal skills and positive energy, even if they may not have extensive technical skills or experience. This launched a trend where individuals celebrate being “personality hires,” often in a humorous or self-deprecating manner, sharing their experiences and insights on platforms like TikTok and Twitter. Also, the rise of remote work and changing workplace dynamics have made the concept of personality hires more relevant. As companies focus on building strong team cultures and maintaining employee engagement, the value of employees who can foster positive relationships and boost morale has become more apparent. This has sparked discussions about the importance of hiring for cultural fit and soft skills, in addition to technical abilities. What to Know about Personality Hires As stated above, personality hires refer to the practice of hiring employees based on their personal traits, interpersonal skills, and cultural fit, rather than solely on their technical skills or experience. This approach emphasizes the importance of an individual’s personality in the workplace, as it can significantly impact team dynamics, collaboration, and overall company culture. Pros of Personality Hires This isn’t a completely new concept. But since it’s a decidedly different approach than traditional thinking, it can be difficult to see the benefits. So, let’s take a look at some of the advantages these job candidates can bring to the table and why they could be a good fit for an organization: Enhanced team cohesion. Employees with compatible personalities often work better together, reducing conflicts and improving team dynamics. A personality hire can help foster a positive and collaborative work environment. Improved relationships and communication. Personality hires are typically good communicators and can help improve relationships among team members and between employees and management. This can lead to better collaboration and problem-solving. Adaptability and learning potential. Candidates hired for their personality traits, such as openness, adaptability, and eagerness to learn, may be more effective in growing into their roles and taking on new challenges compared to those selected solely for their current skill set. Reinforcement of cultural norms and values. Hiring for personality allows organizations to reinforce the cultural norms and values that make them unique, fostering a workplace where employees are aligned with the company’s core beliefs and behaviors. Additionally, personality hires offer the potential for a new way of approaching an industry. These individuals may perceive things differently and be able to take a novel viewpoint no one else has thought of before. Cons of Personality Hires Now, as you well know, there are downsides to any proposition. Sure, this could bring a small business plenty of great experiences but it’s important to be aware of potential problems that could come from personality hires, like the following: Risk of skill gaps. Focusing too much on personality might lead to overlooking essential skills or technical deficiencies, potentially resulting in performance issues if the hire cannot meet the technical demands of the role. Overemphasis on likeability. There’s a risk that highly likable candidates may be favored over more qualified ones, which can impact the overall productivity and effectiveness of the team. Potential for bias. Personality-based hiring can introduce bias into the hiring process, as it relies heavily on subjective judgments about an individual’s character and fit within the organization. Conflict among team members. Personality hires can sometimes create tension or conflict within the team, especially if their personality traits clash with those of other team members. Small businesses should carefully consider the pros and cons of personality hires when making hiring decisions. While personality hires can bring considerable benefits to a workplace, including improved team harmony and cultural alignment, it is crucial to maintain a balanced approach. By carefully blending personality assessments with skill evaluations during the recruitment process, organizations can ensure they not only hire employees who fit into the workplace culture but who are also well-equipped to contribute to the company’s success. Ultimately, small businesses should prioritize hiring individuals who possess a combination of strong technical skills and a compatible personality that aligns with the company’s values and culture. 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 (602) 541-1760, or, if you prefer,