(Original Title: These Are The Job Skills Of The Future That Robots Can't Master)
Netease Technology News July 21, According to Fastcompany, Paul Roehrig, chief strategy officer of business and technology service provider Cognizant Digital Business, said that we may be living in the digital world, but like communication and solutions. "Soft skills" such as problems, cooperation, and empathy are becoming more and more important, even more than the technology itself. He said: "In our era of powerful and ubiquitous technology, human skills become more and more important. This may sound counter-intuitive, but to defeat robots, you need to be more humane."
The CareerBuilder survey shows that 62% of employers consider “soft skills†very important in evaluating the 2017 recruitment plan. However, a recent Wall Street Journal survey found that 89% of executives encountered difficulties in finding people with these qualities. Some people attribute this to relying on technology and emphasizing STEM (including science, technology, engineering, and mathematics). But Roy Rigg, co-author of "What To Do When Machines Do Everything: How to Get Ahead in a World of AI, Algorithms, Bots, and Big Data," believes that these techniques have not disappeared, but we need them now. Roylege explained: "As the machines can do more routine and low-value-added work, we need more people to work on automation and AI can not do."
If you do not pay much attention to "soft skills", it may be time to reconsider your own workplace strategy. A University of Michigan study shows that teaching employees "soft skills" can increase productivity and retention by 12%, providing a return on investment of 256%. To help employees develop "soft skills," your company needs to make changes in these four areas:
1. Assess corporate culture
Linda Sharkey, author of "Future-Proof Workplace: Six Strategies to Accelerate Talent Development, Reshape Your Culture, and Proceed with Purpose", said that although technical training helps, it is best to teach "soft skills." The way is to make them part of your work environment. She said: "Build your desired behavior into the corporate culture. If your culture contains collaboration, people will learn it because it is what they expect to see on others."
For example, Menlo Innovations, a developer of custom software, will coordinate employees so that they can complete a project together and then rotate in the next project. Shaki said: "Transforming people around can help people better adapt to the environment and interact with others, but also to promote them out of their comfort zone."
2. Reward employees who demonstrate "soft skills"
Sharkey said, strengthen the values ​​that your promoted employees embrace, encourage them to behave curiously, and support them in establishing good relationships with managers. She explained that “leaders must act as coaches and developers for employees. In fact, people need to establish cooperative relationships with those who work with them.†Royleger also stated that he is trying to promote and recognize human-centered behavior. . He said: "Incorporate performance assessment into consideration. Recognize the behavior you value, such as creativity, curiosity or analytical thinking."
3. Strive to create a diverse workforce
Employees who employ other ideas and backgrounds can help employees establish empathy. Matthew Gonnering, chief executive of Widen, a digital asset management company, achieved this by hiring people with developmental disabilities, such as Down's Syndrome and cerebral palsy. He said: "Empathy enhances self-awareness because we can often see the blind spots in our worldview more clearly from another person's point of view. Essentially, empathy is what allows us to study hard skills. Soft skills. We can code new products, but for whom? Why? Practice empathy reminds us to ask these questions."
Glenarin said that Widen's disabled employees not only perform daily tasks, they can also create more value by surpassing professional responsibilities. He said: "The most significant thing is that they started talking about what they were passionate about, spreading infectious and positive attitudes and showing appreciation for details." For example, Andrew, who is responsible for the company's houseplants and popcorn service. ) Frequently share his experience as a coach and athlete of Special Olympics.
Glenn explains: “Andre is an expert in gardening, and before you knew him, he might have purchased dragon sculptures from his art portfolio. These interactions help us to reflect on empathy and help Unlocking our highest potential motivates us to adhere to the highest standards and find mitigation solutions that often lead to stress.â€
4. Start the tutor program
Tim Elmore, president of Growth Leaders, a leadership training and development organization, suggested that if a new employee lacks some "soft skills," he can pair with a mentor who has these skills. He said: "This kind of guidance can provide young workers with the opportunity to talk candidly with more experienced people and learn from them in a relatively relaxed environment. Use soft skills that are often overlooked to start small."
For example, it is easy to leave a positive first impression, but it is much more difficult to leave a lasting impression. Elmore said: "This is a matter of social intelligence. This soft-skilled business leader is often missing among young players. They successfully completed this work, but once they are integrated into it, they cannot pass it. Colleagues gossip and show their general lack of work etiquette to maintain the same level of professionalism and maturity.
Elmore suggests choosing a group of influential career veterans who can meet with your young professional every week. He said: "We discuss a topic every week and light the dialogue of social intelligence. These potential ideas are social cognition and can increase their influence." Then let the trainees become mentors, Elmore said: "The mentoring mechanism allows you to The onboarding process has become orderly, and young employees feel respected and become members of the team's needs."
Sharkey said that soft skills are more important than you think. She said: "If you allow employees not to respect others, then your corporate culture will become very toxic. Today, companies have put a value statement on the wall, but whether they insist on implementation? If the bottom line is real profits, then They will do anything to make a profit, but you will eventually lose all customers, talent and your reputation in the market." (Small)
Silicone Daily Necessities,Silicone Products,Silicone Molds,Silicone Rubber Part
Nantong Boxin Electronic Technology Co., Ltd. , https://www.ntbosen.com