Contents
16 Jan 2026 • 12:16
5 min read
Employers increasingly weigh personal skills alongside technical ability when hiring and promoting. Soft skills—communication, problem solving, teamwork and adaptability—shape how you perform in real work settings and how quickly you learn new tasks.
This article focuses on a single idea: deliberately developing a small set of soft skills yields steady returns across industries. The examples and advice that follow are designed to help readers choose which skills to strengthen first.
Communication is frequently the top skill employers list in job adverts and surveys. Good communicators explain complex ideas simply, listen for what matters, and adjust tone to suit clients, colleagues or managers.
To improve, practice short summaries of your work, ask clarifying questions in meetings, and request feedback on how your messages land. Over time, clearer communication reduces mistakes and speeds teamwork.
Employers value people who can diagnose issues and suggest workable next steps. Problem solving combines basic analysis, an ability to test small fixes, and the discipline to follow through.
Use a simple approach: define the problem, list likely causes, try low-cost tests, then track what changes. Making this routine turns occasional insights into a reliable workplace strength.
Most work today involves other people, often across departments or time zones. Teamwork is about contributing your part, helping others do theirs, and managing small conflicts without escalation.
Focus on consistency: show up prepared, meet deadlines, and acknowledge others’ contributions. Teams that trust you are more likely to support your growth and recommend you for promotion.
Employers expect workers to pick up new tasks and tools on the job. Adaptability is less about sudden change and more about steady learning: trying new methods and accepting feedback.
Build a habit of short learning cycles—read a relevant article, apply one idea, and note the result. That pattern keeps you employable even when roles shift.
Meeting deadlines and being reliable often weigh more than being the fastest or smartest person in the room. Dependability reduces managerial risk and makes you the person leaders can assign important work to.
Simple practices help: block focused work time, commit to realistic deadlines, and communicate early if plans slip. Small improvements in dependability compound into stronger performance reviews.
Emotional intelligence helps you read situations, respond calmly, and maintain working relationships under pressure. It supports negotiation, feedback conversations, and leadership.
To develop it, observe how people react in meetings, pause before responding to strong emotions, and ask trusted colleagues how you come across. Better judgment improves outcomes and reduces repeated mistakes.
Pick two skills that directly affect your current role and one that supports long-term mobility. For example, a junior analyst might prioritise communication and time management, plus a broader skill like adaptability.
Assess job adverts and conversations with managers to see what employers in your sector emphasise. In South Africa, studies show recruiters often highlight problem solving, adaptability and time management as frequently requested qualities, which makes them good starting points. Research of local job listings supports this view.
Soft skills improve with practice rather than certificates. Use on-the-job opportunities: volunteer for cross-functional tasks, ask for rotational work, or take small leadership roles in team projects.
Employers also invest in reskilling: many firms expect staff to learn new skills at work. The World Economic Forum and related workforce reports note employer interest in reskilling and self-directed learning, which can make workplace training available. Global workforce findings
Track small, observable indicators: fewer missed deadlines, quicker acceptance of proposals, or more positive feedback from peers. Quantify where possible—number of meetings led, tasks completed on time, or client responses improved.
Ask for brief feedback after projects. The act of seeking input signals growth and gives concrete areas to focus on next.
Employers increasingly see soft skills as drivers of productivity and retention. Research in South African fields and broader workforce studies find communication, teamwork and learning agility are repeatedly linked to better performance and promotion potential. A local study highlights the importance of these skills in professional fields.
When organisations train staff in soft skills, studies suggest measurable improvements in on-the-job productivity, which is why training budgets often include these areas.
Soft skills are not quick fixes. They reward patient, repeated practice and honest feedback. Choosing a short list of skills and testing small changes in daily work creates reliable career momentum.
Start with communication, problem solving or dependability—skills valued across sectors—and make incremental improvements. Over time, those small habits widen your options and make you easier to hire and promote in any industry.
