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.

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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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Key Reasons Businesses Experience High Employee Turnover

November 18, 2021 No Comments

Since the pandemic, more companies than ever are watching good employees walk out the door — and it’s not always the industry’s fault. High turnover often points to something fixable within your own operation, not bad luck or bad hires. There are three key culprits behind most revolving doors, and once you know them, you can start plugging the leaks.

Are You Delegating or Demanding

May 24, 2017 No Comments

Top entrepreneurs know they can’t do it all alone, and delegating tasks to the right people is what lets a business grow and thrive. But there’s a fine line between delegating and demanding, and crossing it can quietly poison your workplace. Here are the telltale signs you’ve slipped into demanding instead of delegating, and what to do about it before it costs you your best people.

An image of Roof on a residential house.

How C&S Roofing Grew Revenue 400% Without Losing a 60-Year Family Legacy

September 11, 2026 No Comments

A Family Legacy at a Crossroads C&S Roofing traces its roots back to 1958, when Harold Benard Patterson founded a small Phoenix-area construction company built on honest work and lasting relationships. More than sixty years later, the business — now run by his grandson Collin Patterson and Collin’s wife, Susan, under the DBA C&S Roofing — has never had a single complaint filed against its contractor’s license. That kind of track record is rare. But by 2020, Collin and Susan realized that reputation alone wouldn’t carry the company to its next stage of growth. The business had hit a plateau, and they knew it was time to bring in outside expertise. “I have worked with John for quite some time now, and it has been amazing. They have helped guide myself and my team with a very aggressive growth and have done an amazing job. We have hit our growth goals for the 2021 year and are looking forward to growing with the Waters Group in 2022,” said Collin Patterson, co-owner of C&S Roofing. Uncovering the Gaps When Waters Business Consulting Group (WBCG) began working with C&S Roofing, the picture that emerged was a familiar one for fast-growing family businesses: strong craftsmanship, but disorganized workflows, unclear project management processes, and financial forecasting that couldn’t keep pace with the company’s ambitions. Collin and Susan had a solid handle on their current financials, but cash flow tracking and revenue forecasting were largely reactive rather than strategic. Roles within the organization were loosely defined, which created friction as more people joined the team, and the company lacked a clear enough view of its capital needs to build the credit foundation required for serious growth. Building Structure Around a Strong Foundation Rather than reinvent what was already working, WBCG focused on giving the Pattersons the systems and visibility they needed to scale with confidence. That started with a full financial model — one that tracked expense margins and revenue generated per sale, and connected the dots between product sold and the growth targets the company was chasing. From there, the team built an organizational structure that clarified roles and responsibilities, mapped out a workflow process from the first customer call through project completion, and introduced key performance indicators so every employee understood what they were accountable for and how their work tied back to results. Just as important, the engagement helped the Pattersons step back and define the vision and culture they wanted to build the company around — the kind of clarity that turns a family business into an organization other people want to be part of. The Payoff: Structure That Scales The results showed up quickly and kept compounding. Since 2020, C&S Roofing has grown revenue by 400%, with record sales projected to surpass $8,000,000 in 2022 alongside improving net profit margins. The company added key talent that fit its culture, freeing Collin and Susan to focus on leadership and vision rather than day-to-day firefighting. C&S Roofing has since partnered with two national builder clients and one international client on major projects across the Phoenix and Tucson markets, and was actively bidding with two additional national builders at the time of this case study. Just as meaningfully, the ownership team now has real clarity and confidence in the direction of the business. Responsibilities are clearly assigned, metrics are tracked across the pipeline and financials, and marketing has stabilized into a predictable growth engine — a far cry from the plateau the company was facing just a couple of years earlier. Ready to Build That Kind of Structure Into Your Business? Every growing company eventually hits the same wall C&S Roofing did — great work, but not enough structure to scale it. If your business is ready to move from reactive to strategic, Waters Business Consulting Group can help you build the financial clarity, organizational structure, and accountability systems to get there. Contact Waters Business Consulting Group to schedule a free consultation.