Soft Skills to Help Get Promoted

You’ve mastered the technical skills required for your role, but why are others moving up while you remain in the same position? Have you ever seen a colleague with similar qualifications get promoted ahead of you?   

In today’s competitive job market, hard skills (technical skills and qualifications) may get you hired, but they are rarely the sole determinants of success. While hard skills refer to specific knowledge and abilities acquired through education, experience and training, soft skills are more about how we relate to those around us. They encompass a range of skills and attributes that can significantly impact a career trajectory. 

Why the Term “Soft Skills”? 

Soft skills include a variety of competencies such as communication, teamwork, problem-solving, adaptability, empathy, political savvy and time management. They are often described as people skills or emotional intelligence, as they involve how we engage with others and navigate social situations. Technical (or hard) skills can be more easily measured and quantified — soft skills are more challenging to assess but are vital for a positive work environment. 

The term “soft skills” is a bit misleading, as it implies that these abilities are less important or less rigorous than “hard skills.” However, the name reflects the nature of these skills rather than their significance. Soft skills pertain to interpersonal attributes, emotional intelligence and personal qualities that enable effective interaction and collaboration with others.   

The “soft” designation correctly signals that these skills are more subjective and harder to quantify compared to hard skills, which are technical abilities easily measured through tests or certifications. While hard skills can be learned through structured training and education, soft skills often develop through life experiences, social interactions and self-awareness. 

In today’s workplace, the importance of soft skills continues to grow. Employers recognize that technical expertise is essential — but the ability to work and collaborate with others, navigate challenges and communicate effectively is equally critical for success. Thus, the term “soft skills” highlights the nuanced and often subtle nature of these abilities, highlighting their role in fostering collaboration and enhancing overall workplace dynamics. 

Why Soft Skills Drive Promotions 

Want to get promoted? In most organizations, career advancement requires strong soft skills — the ability to communicate, collaborate and navigate workplace dynamics effectively. 

Developing these skills takes intentional effort. Active listening, seeking feedback, participating in team-building activities and stepping into leadership opportunities can help you grow into a promotion-ready professional. Here are key soft skills to focus on:  

1. Effective Communication: Clear, concise communication prevents misunderstandings, strengthens collaboration and ensures your ideas—and your team’s contributions—are recognized across the organization.  

1. Relationship Management: Soft skills like empathy and emotional intelligence allow you to connect with colleagues, building strong professional relationships at all levels of the organization. A solid network of allies can advocate for your advancement when promotion opportunities arise.  

1. Teamwork and Collaboration: Success in today’s workplace depends on teamwork. Strong soft skills help you build trust, foster cooperation and contribute to a productive, positive work culture. 

1. Problem-Solving and Initiative: Managers value employees who can think critically and anticipate challenges. Soft skills enable individuals to analyze problems from different perspectives and come up with innovative solutions. 

1. Adaptability: Change is inevitable in the workplace. Employees with strong soft skills can adapt to new situations, embrace change and stay flexible making them valuable assets to any organization. 

1. Conflict Management: Every workplace experiences conflict. Handling conflict and disagreements with professionalism and diplomacy speaks volumes about your leadership potential. Strong conflict-resolution skills show that you can constructively navigate disagreements and maintain a positive work environment. This ability is essential, as it reflects your capability to lead a team through tough situations. 

1. Emotional Intelligence: Recognizing and managing your emotions and those of others is crucial for building strong relationships and resolving conflicts effectively. 

As organizations increasingly prioritize interpersonal skills in their hiring processes and leadership succession, investing time to cultivate these attributes can lead to personal growth and career advancement.  

Case Study: Getting Feedback and Investing in Change 

Jacob had always been a top performer. As a senior analyst in his company’s finance department, his reports were meticulous, his numbers always checked out and his ability to spot trends was unmatched and admired. He had been with the company for five years and had applied for a managerial role twice—only to be passed over both times.   

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After the second rejection, he felt frustrated and lost. He had the experience, the expertise and the results to back it up. What was he missing? His manager, Lisa, decided to take the step of giving the tough feedback he needed. “Jacob, I know you’re wondering why you didn’t get the promotion,” she said. Her tone was calm but firm. “I need to be honest with you—you have the technical skills, but you need to work on your soft skills.”   

Jacob stiffened. “Soft skills?” He almost scoffed. Lisa continued: “Leadership isn’t just about knowing the work—it’s about communication, collaboration, emotional intelligence. The way you interact with your peers, how you handle conflict, how you motivate a team—those things matter just as much as technical ability.”   

Jacob left the meeting feeling frustrated, but as he thought through the conversation and some past interviews and experiences, he realized Lisa was right. He had always focused on results, sometimes shutting down colleagues when he thought their ideas were inefficient. He avoided small talk, preferring to dive straight into work. And when team projects got tense, he tended to disengage rather than mediate.   

Jacob also realized that he wanted the promotion – and was ready to make the real changes needed to try again. He put together a plan:   

• Developing Active Listening: Jacob started small. In meetings, he worked on listening without interrupting. When colleagues spoke, he nodded, asked follow-up questions and rephrased what they said to ensure he understood. It felt unnatural at first, but over time, he noticed that people were more willing to share ideas with him.   

• Improving Communication: Lisa suggested Jacob join a public speaking workshop. He signed up reluctantly but soon saw its value. The exercises helped him organize his thoughts and articulate ideas with more confidence. He also practiced giving positive feedback—something he had rarely done before—by acknowledging his teammates’ contributions instead of just focusing on corrections.   

• Building Emotional Intelligence: Jacob started paying closer attention to his colleagues’ emotions. He read about emotional intelligence and began recognizing when a colleague was stressed or disengaged. Instead of ignoring it, he made a point to check in with them, offering support or just a listening ear. To his surprise, this strengthened his relationships at work.   

• Engaging in Teamwork: Instead of sticking to his tasks, Jacob volunteered for cross-departmental projects where he could collaborate more closely with different personalities. One project involved working with the marketing team, an area outside his comfort zone. He worked to adapt to their working style, finding ways to compromise instead of insisting on doing things his way.   

• Seeking Feedback: Six months after his conversation with Lisa, Jacob approached her again. “I’ve been working on my soft skills,” he said. “I’d appreciate your feedback.”  Lisa smiled. “I’ve noticed. Your presence in meetings is different, you engage more and your team appreciates it. I think you’re on the right path.”   

A year after his initial disappointment, Jacob applied for the managerial role again. This time, he wasn’t just another candidate with strong technical skills—he was a leader who could communicate, collaborate and inspire.  When Lisa called him into her office again, she didn’t have to deliver bad news. “Congratulations, Jacob. You’ve earned it.” Jacob left her office that day knowing he had done more than just secure a promotion—he had transformed himself into a trusted and admired colleague.   

What did he do next? He sent a thank you note to Lisa to express appreciation. She had the courage to give him the feedback he needed and have him needed support along the way. While this is a story about Jacob, it is also a story about Lisa – as her soft skills supported his success.   

Training to Develop Soft Skills  

Soft skills can be developed with time and practice. Here are some good trainings from Pryor Learning:  

• Communicating with Tact and Professionalism  

• Emotional Intelligence: The Keys to Working More Effectively with Others 

• Confronting Workplace Conflict  

• Manager’s Guide to Confident Communication  

• Leadership, Team-Building and Coaching Skills for Managers and Supervisors 

• A Crash Course for the First-Time Manager or Supervisor  

• Creative Leadership