How to foster the development of soft skills of your staff? Soft skills have significant impact on effective work performance. One way to improve such skills is through training. Numerous studies have shown that own experience makes up for 70% of our soft skills with another 20% being acquired through the guidance and advice from more experienced people, including colleagues, and the remaining 10% being due to training. In planning staff development all possible measures should be taken into account. The most frequently used tools include: 1. Own experience, i.e. changing or expanding one’s scope of duties, role turnover, on-the-job training, assinging employees to project teams and coaching. 2. Guidance from others. That includes mentoring or developmental guidance. 3. Training. Here there is a wide range of choice. In addition to traditional training, an employee may be offered e.g. participation in industry-related conferences and seminars, graduate or postgraduate studies. There are several questions for an employer to consider before making a final decision on the choice of a developmental tool: In which direction should the employee develop? How great is the competence lag? How much time can be invested in the employee/team development, and, last but not least, What is the budget at your disposal? High-competence employees should not be neglected, for they could seek new challenges outside your organisation if not provided with adequate development possibilities in their current roles.
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