🌒 🕤 🏪 To be or not to be: Soft vs Hard Skill's 🥄 😲 👩🏾‍🔬

Hello to you reader!

I bet this is not the first article on the topic - “what is more important than hard skills or soft skills?
And far from the last.

But still the topic is very important, both for beginners and for those who have been working in IT and other areas for years.

I’ll tell you what is important specifically for me, as a producer when choosing a future employee.

First things first

- hard skills - professional skills
Theoretical and practical skills of a specialist, his experience in a specific field and technical knowledge.

- soft skills - personality traits
Responsibility, determination, positive attitude and other qualities of a person’s character that are needed during work.

Communication

You can write a lot about how professional and personal qualities are related, but it is much easier to ask a question:

Does a person achieve experience and knowledge through his character, or does it itself come with time?

The boundaries between personal and work

People wear masks, it’s a fact, you can be alone at work and the other at home. Smiling in public, Natasha from the PR department is deeply unhappy in her personal space and eats donut ice cream at night from longing and loneliness.

Alexander, the head of Natalia, is a tough leader and allows himself to yell at his subordinates, it seems he is tearing anger at them. But as soon as he comes home, he becomes affectionate and fluffy, because his wife is terrorizing him and she is the boss here.

Seem and be, two big differences.

No need to seem, need to be. Those people who do not have radical differences in their behavior between personal life and working time are the best employees that you can find.

So what is more important and why?

Option 1

An employee has done the whole project core, he knows how everything works, he is god here. Now he can manipulate and demand all that he needs, dismiss him hard, because what if he leaves? who can support this? what will happen to the business?

Colleagues cannot talk to him, they feel like dirt under his nails, and his bosses, among other things, cannot control this “specialist”. Is that familiar?

Option 2

An employee takes on complex tasks and brings them to the end. He is not afraid to ask questions and consult with colleagues, he is ready to help with advice and help newcomers. His goals are clear, he immediately stated - "I want to be a lead programmer and I will do my best for this."

Yes, the introductory ones are different, but more importantly, people are different. What will happen to each of them in the future? How will each of them affect the business and its success?

It matters.

Personal qualities of a person, a team are important. A successful business of 99% is good employees, those you can trust and those who won't let you down. The future of the business depends on them, often more than directors and CEOs.

Cadres decide everything

How to find such people?

Just chat with people, understand your criteria.

It’s not so difficult to find, it’s harder to develop and maintain. This is HR work and lead. HR at the first stage recognizes the goals of the employee, the task of the lead is to lead and encourage, to set goals - this is support and management.

Treat people as people, everyone has their own life and they invest time in your business, if you do not respect it and do not value it, then you will not achieve success

My criteria

Personal

A responsibility
Organization
Sincerity and directness
Humanity
Respect for others
Focus on Result and Learning
Self-criticism

Professional

A conscious choice of a professional field is the most important thing in work

Parenting

You can't make a man be what you need
You can find the necessary qualities and help develop them.
You and only you educate your employees
Process goes down
Encouragement and communication are more valuable than money
If a person does not want, then you are not able to force him

Two points are repeated, noticed?

If a person wants to develop himself, you only need to push

People

Each is unique, the motivation of people can be completely different.
Your task as a direct boss is to understand the motivation of your employees and support it.

Example

Aleksey is a novice programmer, he successfully passed our software interview, but his technical skills are not enough. We talked with him and gave him a task for two weeks, gave basic advice on implementation. A week later, Alex wrote to us, he had problems, we phoned and gave advice. At the end of the term, Alexey completed only half. We looked at the problem, we were satisfied with the quality and attention to details, we pay for the time spent and accept the staff, welcome.

What played a role

Alex wrote to us about the problem, he gave us information and this is valuable.
We phoned Alexei and invested our time and efforts, he took advice and used them in his work.

Alexey did not meet the deadlines, but the fact that he managed to do it taking into account our advice.

Conclusion - Alexey is suitable for us, we will tighten our skills and will be an excellent specialist, in a couple of years he will be able to conduct those interviews himself.

What if not?

We pay for the time spent
We give feedback and say what needs to be tightened, we will appoint a control meeting in a month
If Aleksey did not identify the problem and did not heed the advice of programmers, we would not have taken it.

The ability to listen and learn + organization are the key factors for making a decision in this case.

Next, we will draw up a plan for the development of Alexei in our team and coordinate it with him.

Main question

In order to what?

The main question to which the candidate must give an answer is why he wants to do this. Without understanding, he himself will not achieve anything.

I understand perfectly well that there are only a few such people, but everyone is fighting for them, know how to see and direct them, this will bear fruit.

To be or not to be: Soft vs Hard Skill's