Why companies shouldn’t forget soft skills when moving to hybrid work, CEO, Nikolas Kairinos

After months of adapting to hybrid work practices and remote training initiatives, many organizations are now at risk of further turmoil. As many call it, the “great resignation” saw workers quit their role due to a record number of new meadows.according to research From Microsoft earlier this year, this applies to more than 40% of the world’s workforce considering quitting their role for new opportunities in 2021. Similarly, UK jobs soared to an all-time high in July and are firmly in place in the “Buyer’s Market,” which has placed job seekers, with more than one million posts available for the first time.

Such numbers should provide the organization with something like a wake-up call. We now know that two things are certain. Hybrid work is well established and the situation of human resources is fundamentally changing. New labor practices open up opportunities for some individuals and help improve work-life balance. At the same time, other employees may not only suffer from a lack of actual face-to-face office interaction with mentors, but may also be concerned about career advancement in a hybrid environment.

Companies are still learning, but they must take action to retain their valued employees in the long run. Here are some tips to keep your staff motivated and involved.

Soft skills will set your organization apart

First, HR managers need to reassess their training priorities as the organization enters a hybrid work swing. This should include those who honestly discuss how to develop new skill sets. For example, “reading a room” is more difficult to do through a video conference channel, as is the case with participating in team activities such as collective brainstorming. In fact, according to a Soffos survey earlier this year, more than one-third of businesses experience communication failures while working remotely, wasting time and resources as staff become accustomed to working alone. I found that it was. However, employees can continue to work to become skilled communicators in remote or partially remote environments.

To solve this problem, soft skills need to be more important when developing training strategies and individual development plans. Needless to say, a digital-first work environment requires a whole new understanding of how team members can work together to achieve their business goals. Human resources managers need to think outside the box when it comes to developing skills such as remote collaboration and active listening. Employees are likely to need more support to stay on the career advancement track.

There is no “universal” approach to training

Soft skills can be difficult to measure and quantify due to their subjective nature, but there are several ways to measure employee progress and abilities in different areas. Training managers should start by conducting an organization-wide skill audit to determine staff requirements, both on an individual and team basis. Of course, personalization is important because needs vary by employee and department.

To overcome the difficulty of gathering accurate insights, training leaders can struggle to determine where employees need help, going beyond traditional surveys and one-on-one sessions. It is recommended that you have sex. Lack of general awareness of where they may benefit from guidance.

For example, technology with artificial intelligence (AI) can capture advanced data analysis to identify blind spots. Some employees may be hard-working workers who excel in the more technical aspects of their role, but may struggle with managing teams and providing strong presentations. An AI-powered learning management system (LMS) can present this valuable business intelligence to show the courses that individuals are most interested in, engaged in, and their progress.

AI-powered technology can also directly contribute to employee development schemes. The Conversational AI (CAI) platform acts as an on-demand source of knowledge for workers, allowing individuals to engage in continuous natural language conversations and ask free-form questions about their role. To For example, if someone is practicing a business pitch or asking questions about the products they sell, the CAI platform can help. Having something similar to a tutor on standby allows workers to retain their knowledge longer and actively work on their skills. It can listen more carefully, ask the right questions, or simply shout out your thoughts.

Don’t miss a mentorship opportunity

One of the most overlooked aspects of participating in a physical office space is the opportunity to interact with and learn from your valued colleagues. Younger members in particular may feel this loss more strongly because they may feel less likely to choose the brains of experienced team members. Therefore, it is imperative that training managers provide an innovative way for staff to connect in hybrid and remote configurations.

Encouraging more junior members of your organization to reach out to particularly knowledgeable workers and matching employees with more skilled managers is a good start. Similarly, employees can attend video conferences to “cast shadows” and observe effective leadership practices. And, importantly, you can also learn how to adapt these skills to your digital platform. This allows employees to actively contribute to development and connect with colleagues, even in remote settings.

State-of-the-art virtual reality (VR) solutions are also available to recreate traditional office-based environments anywhere in the world. These simulations can duplicate typical meeting room settings and meeting rooms, providing employees with a direct practice and situation learning experience that can be applied to their role. Like AI, this is an opportunity you should never miss.

Organizations need to think long and seriously about how to optimally manage development opportunities and staff satisfaction in remote climates. Building soft skills is a good place to start. It’s important to provide attractive and immersive opportunities for employees, whether they’re working from home or back in the office. This way, you won’t miss the positive side of peer-to-peer learning.

Nikolas Kairinos is Soffos, Inc. Chief Executive Officer and Founder of. Soffos, Inc. Is an EdTech company that manufactures a range of AI-powered apps for corporate training, education, and learning. You can register for beta testing of any app here.

Why companies shouldn’t forget soft skills when moving to hybrid work

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