The Importance of Soft Skills

Soft skills are defined as a combination of personality traits, personal attitudes, people skills, social abilities, communications, and emotional and social intelligence. These skills don’t depend on traditional acquired knowledge – they are intangible yet extremely important in the workplace.

Soft skills define you as a person. The stronger your soft skills are, the more likely you are to get along with your coworkers and be a better teammate. These skills can be worked on and developed.

Here are the top seven most important soft skills to have:

  1. A Strong Work Ethic
    People with a strong work ethic tend to be more successful due to their perseverance and willingness to get the job done.
  2. Being a Team Player
    Team players make a more efficient workplace and help the workload move forward. If everyone pitches in, everyone wins.
  3. A Positive Attitude
    Employees who think positively make the workplace more pleasant for everyone else. They tackle tasks with willingness and optimism.
  4. Good Time Management
    Managing your own workload and time skills are crucial to a productive workplace. If everyone manages their time correctly time won’t be wasted.
  5. Problem-Solving Skills
    Being able to problem solve is important for solving small issues before they become big ones. Good problem-solving skills mitigate potential crises.
  6. Handling Criticism
    If you can handle constructive criticism well and improve on your issues, you will be able to grow as a professional. Everyone has room for improvement, and the best employees work on their personal skills that are lacking.
  7. Great Communication Skills
    Communication skills are extremely important; they allow people to work together more efficiently because they understand each other better.

Sometimes employees focus only on hard skills like knowing programs and procedures, and they aren’t aware that their soft skills are lacking. In this case, training materials on soft skills can be useful.

This article was originally published on the HRDQ website blog at