Why are essential skills so elusive?
Over the past couple of weeks, we’ve explored essential skills. Also called “soft skills” or “employability skills,” these are the highly transferrable basic abilities needed in virtually every job. We’ve explored several skills commonly required by employers, including effective communication, office etiquette, collaboration and teamwork, adaptability, problem solving, and emotional intelligence. You can read the blogs here.
Today we’ll explore a new question: Why are essential skills so hard to find in workers?
One reason, according to Gateway Community and Technical College President Dr. Figueroa Fernando, is because employers often try to “bolt” new skills onto a person. “We give them a list of expectations and put the responsibility on the worker to comply with the list. Typically, employers will find more success if they assess the individual’s mindset first. Employers who understand the cultural differences among their workers can help them adapt to their desired workplace culture. It’s about learning the ‘operating system’ of the workplace, really.
Dr. Fernando Figueroa is President of Gateway Community and Technical College
“Whether we know it or not, we all have embedded world views that influence how we interact with others, including at work. Our world views form our values, and our values influence our behaviors. Our personal ‘operating systems’ take time and support to be aligned to our workplace expectations,” Dr. Figueroa said.
Cultural differences happen throughout an organization. Consider the challenge of bringing together workers from multiple generations. “Every generation comes with a set of codes that influence how they work and decide how to interact with others. Veterans also bring their own expectations as well as individuals from across the economic spectrum. And as we develop pathways for those coming out of the justice system, we have to work with the fact that incarceration can create a set of ‘codes’ that can hamper the transition to the workplace,” he added.
Dr. Figueroa said that historically, employers have hired people who already possessed their same values, so they didn’t have to address the differences. But now, the workforce is too complex and the demand for workers is too intense for that approach to meet their labor needs.
“The companies successfully finding and retaining workers are helping their employees transition to their desired workforce culture in a way that honors the workers’ cultural differences.” He cited Employee Resource Groups (ERGs) as an example of a strategy that respects the individual while sharing workplace expectations. ERGs are voluntary employee-led groups that are typically formed around a specific characteristic such as gender, religious affiliation, race, ethnicity, or interest. The groups exist to provide support and help in personal or career development while creating a safe space for employees to bring their whole selves to the table (https://www.greatplacetowork.com/resources/blog/what-are-employee-resource-groups-ergs).
Dr. Figueroa also advised employers to take a fresh look at the skills they state are needed for each job within their organization. “Do you really need that skill for the job or are you reverting to old norms? It’s a tough question for managers to ask themselves, but it is essential in today’s workplace.”
Today’s workers, especially those new to the workplace, want to know WHY they are expected have a certain set of skills. “Their expectation is that each skill will connect to a meaningful transaction in their duties. If they don’t see why you are requiring the skill, they will lose respect for your organization. They can ‘smell’ the disconnect, and it’s not a good smell,” he laughed.
Respect for both parties is the over-arching goal. “People respond to respect,” he said. “We want to create a zone in our workplaces where employees feel inspired to bring their best. Usually, it starts with the employer. If you respect their culture, they will respect yours.”
Overall, the best way employers can influence the development of essential skills is to get involved in the workforce ecosystem. “We need more businesses to articulate their expectations through all levels of education and training. The more companies infuse their culture to our future workers by being part of their development, the more our future workers are going to reflect those values in their behaviors,” Dr. Figueroa concluded.
NKY Works offers many opportunities for businesses to get involved in Northern Kentucky’s workforce development ecosystem. NKY Works can also help businesses address their specific workforce challenges. To learn more, call 859.657.WRKS (9757) or email NKYWorks@NKADD.org.