Top 22 Soft Skills Examples to Master in 2024

Soft skills are the secret to success in many jobs.

In an era when automation and artificial intelligence (AI) are changing industries, unique human qualities are assets.

Because of recent major changes, soft skills in the workplace have gone from mere “add-on” traits to core competencies. They are the catalysts that propel people to thrive in 2024 and beyond, and they ultimately contribute to a business’s success.

What you’ll find in this article:

• What are soft skills?
• 22 top soft skills examples in 2024
• Why are soft skills important?
• Can you train soft skills?
• What soft skills are employers looking for?
• Which skill is most in-demand?
• Can you assess the soft skills of new hires?
• Hire and train top talent with the most in-demand soft skills

What are soft skills?

Soft skills, often called “people skills” or “interpersonal skills,” are non-technical skills that relate to how you work. These traits and qualities determine how you interact with others and how you perform at work.

Soft skills in the workplace are necessary for success in relationships, communication, problem-solving, and collaboration.

Soft skills for employees are distinct from hard skills, which refer to the specific technical knowledge and expertise required for a particular job or task. Computer literacy, design thinking, venture planning, coding, and management are all hard skills.

Unlike hard skills that can be defined and measured, soft skills are more subjective and difficult to quantify.

They encompass a wide range of competencies. Soft skills in the workplace include:

• Communication skills
• Personal attributes
• Work ethic and work style skills
• Problem-solving skills
• Leadership skills

While a person can gradually improve these skills through work experience, some employers offer employee training programs specifically designed to develop soft skills.

22 top soft skills examples in 2024

Let’s review the most relevant top soft skills for employees in 2024.

1. Critical thinking

Example: A data analyst who interprets datasets, spots trends, and provides insights.

2. Creativity

Example: An advertising pro who creates compelling campaigns that grab attention and set the brand apart.

3. Emotional intelligence (EQ)

Example: A manager with high emotional intelligence who can understand and motivate their team to reach their goals through active listening and empathy.

4. Adaptability

Example: A digital marketer who adapts to new digital trends and platforms to better reach target audiences and make communications more effective.

5. Innovation

Example: A product designer who develops a unique, user-friendly product feature that stands out in the market.

6. Collaboration and teamwork

Example: A software team that works well together leans on each other’s strengths, solves problems, and delivers quality projects on time.

7. Communication skills

Example: A sales rep who delivers a clear and concise presentation to senior management that effectively communicates the key findings and recommendations from a recent project.

8. Time management

Example: A project manager who shows good time management skills by using the Agile methodology with 2-week sprints and daily standups, allowing the team to complete the project 20% ahead of schedule​.

9. Leadership

Example: Winning workplace leadership experts who lead a team through a challenging project by setting clear goals, providing continuous feedback, and fostering a supportive environment that encourages innovation and accountability.

10. Continuous learning

Example: A software developer who continuously learns new programming languages and technologies to stay relevant and contribute to cutting-edge projects.

11. Persistence

Example: Entrepreneurs who overcome setbacks, learn from failures, and succeed.

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12. Work ethic

Example: An employee who consistently meets deadlines and maintains high-quality work standards, even when faced with tight schedules and high-pressure situations.

13. Decision-making

Example: A business analyst who evaluates the potential risks and benefits of a new market entry strategy, then makes an informed decision that leads to significant business growth.

14. Negotiation

Example: A CEO who successfully negotiates a partnership deal that benefits both companies by finding common ground and creating a win-win situation for both parties.

15. Empathy

Example: An HR rep who understands a colleague’s workload and offers assistance or emotional support during stressful periods, thereby strengthening team cohesion and morale.

16. Conflict resolution

Example: A team lead who mediates a dispute between team members by identifying the root cause of the conflict and facilitating a constructive dialogue to resolve the issue amicably.

17. Interpersonal communication

Example: A customer success manager who builds strong relationships with clients by actively listening to their needs and concerns, leading to increased client satisfaction and loyalty.

18. Flexibility

Example: A product manager who adapts work schedules to accommodate last-minute changes in project deadlines without compromising the quality of work.

19. Dependability

Example: A performance marketer who consistently delivers results on time, thereby earning the trust and reliability of colleagues and supervisors.

20. Public speaking

Example: An L&D expert who engages an audience during a conference by delivering a compelling and well-structured speech that highlights key industry trends and insights.

21. Problem-solving

Example: A content strategist who identifies a critical bottleneck in content creation and implements a solution that improves efficiency and reduces costs.

22. Active listening

Example: An employee who participates in team meetings, acknowledges and building upon others’ ideas, leading to more productive and inclusive discussions.

Why are soft skills important?

Deloitte’s research indicates that jobs requiring soft skills will grow 2.5 times faster than other jobs. In 2030, it is predicted that 63% of all jobs will require soft skills, indicating the increasing demand for these competencies in the job market.

But what is driving this growing rise in demand?

AI and automation aside, Harvard University research reveals that 85% of job success comes from well-developed soft skills. And only 15% is attributed to technical skills.

As it turns out, the baker (soft skills) is much more important than the tools (hard skills).

1. Enhanced communication

Active listening, clear communication, and emotional intelligence help employees communicate better with co-workers and clients.

It can also help them to follow through with some “less technical” work.

For example, a project manager with strong communication skills can conduct productive meetings and resolve conflicts diplomatically. They can also set goals, delegate tasks, and give helpful feedback, all while supporting a collaborative environment.

Cultural awareness and adaptability are also highly valued in fostering inclusive workplaces. To maintain a positive culture, people need to engage in cross-cultural interactions with sensitivity and respect.

2. Better collaboration

Soft skills, like communication, emotional intelligence, and conflict resolution all lead to effective teamwork and collaboration. When team members understand and respect each other, they can work together more smoothly and efficiently.

Excellent collaboration skills can also lead to a self-sustainable team that thrives on innovation and growth. A team that communicates openly and manages conflicts constructively is more likely to achieve its collective goals and drive business success.

3. Boosted productivity

Soft skills have a great impact on an employee’s productivity and professional accomplishments.

Take, for example, soft skills like time management and a positive approach toward challenges. These skills help employees finish tasks on time (or early) and solve problems. They speed up the pace of work and increase efficiency.

4. Career growth and training

Strong soft skills can open doors to new work roles, promotions, and leadership positions within an organization.

In fact, 94% of recruiters believe employees with stronger soft skills are more likely to be promoted to leadership positions than those with more years of experience but weaker soft skills.

And it makes sense. Active listening isn’t as commonplace as it once was. The same goes for empathy, problem-solving, and good organizational skills. However, these skills are all super important for a manager or leader. If they lack these core skills, the whole team fails.

Soft-skilled employees are also easier to train since they will have highly trainable traits like empathy, active listening, problem-solving, and more.

Employers might be better off focusing on employees who show the right soft skills and then developing them into key roles like managers.

​​5. Soft skills are difficult to automate

The human touch is very important in roles that require emotional depth and interpersonal skills.

Soft skills like emotional intelligence are difficult to automate with modern-day technology like AI. Automated systems cannot easily replace a customer service representative who can empathize with a customer’s concerns and devise relevant and creative solutions. As a result, soft skills are predicted to grow in demand in the coming years.

​​6. Enhanced customer satisfaction

Employees with strong soft skills contribute to higher levels of customer satisfaction. Good communication, empathy, and problem-solving abilities help them to understand and address customer needs effectively.

For example, a customer service representative with excellent interpersonal skills can gracefully handle complaints, turning negative experiences into positive ones.

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Can you train soft skills?

Contrary to popular belief, soft skills are not innate personal qualities that are hard to teach or acquire. With effort and training, employees can grow these strengths.

While cultivating soft skills for employees can be done alone, it’s more efficient to do so with a carefully crafted training program. Many companies now offer soft skills training programs as they see the value it has for both employees and employers.

These programs work best when practiced in person rather than through a book. Unlike technical skills, they may take more time and practice to develop.

Some practical techniques include:

• Instructor-led training (ILT)
• On-the-job training (OTJ)
• Role-playing
• Coaching and mentoring

For example:

Employees can improve their active listening skills using reflective listening techniques. In these sessions, they rephrase what the speaker said to gain a better understanding and build empathy.

To build conflict resolution abilities, they could experiment with simulated scenarios.

Techniques like mindfulness meditation and cognitive-behavioral training are also growing more popular. They can help manage emotions, reduce stress, and react better in tough times.

Another strategic approach is to combine soft skills training with existing professional development programs or leadership training programs. This way, employees can practice job-related soft skills in a similar setting.

The beauty of this approach is that you can simply adapt what you have (things like employee training software) to what you want to train. Plus, it is much easier than reinventing the wheel.

Bear in mind that soft skills development is an ongoing process. You need to support your employees in reflecting on their soft skills and their journey.

What soft skills are employers looking for?

93% of employers cite soft skills as a deciding factor when it comes to hiring. But this should not be exclusive to hiring alone. It should also apply to current employees whom they might want to upskill or reskill.

With that in mind, here are some of the top soft skills in the workplace that employers look for:

• Communication skills
• Creative thinking
• Collaboration
• Critical thinking
• Adaptability
• Emotional intelligence
• Leadership and influence
• Time management skills
• Organization

Which skill is most in-demand?

According to many expert surveys and reports, analytical thinking is the soft skill in the highest demand right now.

Analytical thinking refers to a set of cognitive skills that help a person analyze a problem, engage in critical thinking about it, and find a solution. Examples include problem-solving, brainstorming, troubleshooting, and data analysis.

Employees who lack critical thinking skills may find it difficult to keep up with the pace of workplace shifts like AI. They may also have trouble making quick decisions needed to prevent costly delays.

While it may be one of the most in-demand soft skills, creative thinking is the fastest-rising skill in demand.

The WEF predicts that the demand for creative thinking will rise to 73% in five years, outpacing analytical thinking.

Creativity at work means thinking differently about a problem. It’s about finding new solutions that others may not have thought of. It also means being open to ideas from your coworkers, even if you disagree with them.

Creative thinking can help solve problems or create new things. For example, it can help teams come up with fresh ideas to solve problems and become more resilient.

Therefore, soft skills training is essential to empower employees.

Can you assess the soft skills of new hires?

Soft skills often determine how well someone will perform in a role. Good management (a hard skill) requires many soft skills, such as leadership, empathy, and innovation.

Yet when it comes to recruiting, businesses typically focus mostly on hard skills and not enough on soft skills. They primarily hire based on technical skills and expertise, while soft skills come as a second priority. On the other hand, when it comes to evaluating performance, soft skills are equally prioritized, creating a gap between expected and actual performance.

Leveraging soft skills-based hiring (even slightly) means you:

• Widen your candidacy pool
• Hire people who fit your culture
• Find employees with potential and not just knowledge
• Choose employees with strong cognitive abilities who can and want to grow

In contrast to qualifications, education, and hard skills, soft skills are difficult to evaluate and quantify. Looking at someone’s CV alone doesn’t show if they can manage their time well and communicate effectively.

Interestingly, it seems to be a common problem. 60% of hiring managers find it challenging to assess candidates’ soft skills.

However, it doesn’t necessarily need to be like this.

There are some effective methods to evaluate soft skills in potential hires:

• Behavioral interviews: Shed light on how they have applied these skills in real situations.
• Role-playing exercises: Show how they handle challenges, interact with others, and think on their feet.
• Group activities: Give you a window to evaluate teamwork skills, work ethic, and how they contribute to team dynamics.
• Work samples or case studies: Let you see how they approach the task, their critical thinking process, and their solutions.

Hire and train top talent with the most in-demand soft skills

Success in today’s fast-paced environment requires a commitment to adaptability and lifelong learning. To maintain a competitive edge and achieve sustainable growth, it’s essential to stay informed and invest in the ongoing development of in-demand soft skills for your employees.

Emphasizing skills-based hiring and targeted training should be at the forefront of your HR and L&D strategies. With TalentLMS, you can effortlessly customize your learning and development efforts, ensuring your team is equipped for success. This approach not only helps you attract and retain top talent but also strengthens your team’s capabilities, driving exceptional performance and sustainable growth for your organization.

Want to cover your team’s soft skills training needs? With TalentLMS, you can set them up for success with the most in-demand soft skills for 2024 and beyond.