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The last time I heard someone call communication or empathy a “soft skill,” my eye twitched a little. And I don’t think I am alone. The phrase makes it sound like people skills are the decorative throw pillows of the workplace. Nice to have, but not exactly holding the place together. They are tossed on top as a slightly annoying afterthought to spruce things up a bit, and thrown aside when they get in the way.
Here’s the truth: people skills aren’t soft. They are the strategic foundation.
They’re the infrastructure that keeps teams running, ideas flowing, and businesses growing. Without them, even the best technologies, processes, and products start to crumble. In fact, these skills are so critical, honestly, we should really start calling them what they are: Core Human Competencies.
Let’s Start with the Science
Let’s Start with the Science
Research consistently shows that people skills drive measurable business results.
A 2017 Google study known as Project Aristotle found that the highest-performing teams weren’t defined by technical expertise, but by psychological safety—the belief that it’s safe to take risks and be yourself without fear of embarrassment or punishment. In other words, teams that trust, listen, and communicate outperform those that just know their stuff.
Think about it, would you be willing to try something that might fail on a cutthroat team of competing “professionals” or with a team of people who have your back and your best interests at heart? The neurology of stress and trust confirms the latter is where innovation lives.
Harvard University, the Carnegie Foundation, and Stanford Research Center have also found that 85% of job success comes from well-developed people skills, while only 15% comes from technical knowledge. WHOA! Your ability to collaborate, communicate, and empathize has five times the impact of your technical skills. Think about the person who was great at the job, then got the promotion to manager… and then crashed and burned. It’s not the technical skills they were lacking.
So the next time someone calls them “soft,” remind them that research disagrees. (And then maybe smile politely, because strong interpersonal skills mean we keep it classy.)
The Cost of Ignoring People Skills
The Cost of Ignoring People Skills
When organizations overlook people skills, they usually pay for it in turnover, burnout, and misunderstandings that snowball into conflict. Gallup estimates that disengaged employees cost U.S. companies up to $550 billion a year in lost productivity. That's a billion—with a “B.”
I once heard someone joke that “communication problems” are like the workplace version of “it’s not you, it’s me.” It’s a vague phrase we use when we don’t want to dig deeper. But real communication challenges have real consequences. Poor listening, unclear expectations, or leaders who avoid feedback can quietly drain morale until teams stop trying altogether.
People Skills Are Business Strategy
People Skills Are Business Strategy
People skills are what make all other skills work. Consider: problem-solving requires listening, collaboration, and empathy. Innovation thrives in environments where people feel safe to share ideas. Change management? Impossible without trust.
People skills are not about being nice; they are about being effective. Emotional intelligence, adaptability, and communication are measurable competencies that predict leadership success and employee engagement. Companies that invest in leadership and interpersonal training report higher retention, stronger collaboration, and faster recovery from setbacks.
So, How Do You Build Them?
So, How Do You Build Them?
The good news is that people skills can be learned, practiced, and improved, just like any technical skill. Start small:
Ask more questions than you answer.
Listen to understand, not to reply.
Give feedback with curiosity instead of criticism.
Notice when humor or warmth opens a door that formality keeps shut.
If that sounds simple, it’s because it is. But simple doesn’t mean easy. It takes practice, patience, reflection, and a willingness to show up as a real human being at work.
My Final Thoughts
My Final Thoughts
People skills aren’t soft, they’re strategic. They’re the oil in the machine that keeps projects on track, teams connected, and ideas alive. Without it, everything seizes up, and sometimes cannot be repaired.
And if anyone ever tells you otherwise, just remember: Empathy builds bridges, neuroscience confirms their stability, and humor invites people to walk across them. That’s not soft. That’s smart business.
People skills aren’t “soft,” but they can make your workplace feel a lot less hard. If your team could use more connection, trust, or laughter, I’d love to help. Contact me to talk about a workshop, leadership program, or a custom session that brings learning (and laughter) to life.
The Research (click expand to see)
The Research (click expand to see)
Coronado-Maldonado, C., Ramírez-Hernández, A., & Flores-Paredes, M. A. (2023). Emotional intelligence, leadership, and work teams: A hybrid literature review. International Journal of Environmental Research and Public Health, 20(16), 6595. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10543214/
Guo, J., Yang, J., Zhang, L., & He, Y. (2023). Communication networks and team performance: Selecting members to network positions. Frontiers in Psychology, 14, 1141571. https://doi.org/10.3389/fpsyg.2023.1141571
Van Woerkom, M., Meyers, M. C., & Bakker, A. B. (2024). Team values and team performance: A two-study investigation. Applied Psychology: An International Review, 73(1), 185–210. https://doi.org/10.1111/apps.12553
Meyers, M. C., Van Woerkom, M., Bakker, A. B., & Van Den Heuvel, M. (2023). Stronger together: A multilevel study of collective strengths use in work teams fosters individual and team performance. Journal of Business Research, 159, 113821. https://doi.org/10.1016/j.jbusres.2023.113821
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