Investing in your people: the power of life skills
In today's ever-changing food and drink sector, success hinges on your most valuable asset: your people.
But having the right technical skills is just one piece of the puzzle. Equipping your workforce with strong life skills is essential to building a resilient, adaptable and future-proof team.
Investing time in your people is investing in your greatest asset. They are ambassadors, innovators, coaches and cheerleaders and it’s your people that will help your business survive and thrive.
Why life skills matter
Life skills are the transferrable competencies that enable individuals to thrive in various situations.
These skills are crucial for navigating the complexities of the modern workplace, from fostering a positive team environment to keeping pace with technological advancements.
In today's dynamic environment, employees with strong life skills are more adaptable, resilient and productive. They are better equipped with:
improved collaboration and communication - the cornerstones of a successful team, developing these skills helps the team work seamlessly across departments, fostering a more cohesive and productive work environment.
innovation and problem-solving - the ability to think critically and creatively is vital for tackling challenges and developing innovative solutions. Life skills empower your team to identify problems, brainstorm solutions and implement effective strategies.
adaptability and change management - the food and drink industry is constantly evolving. So if you can foster a culture of lifelong learning and openness to new ideas, your team will be better equipped to adapt to change and embrace new technologies.
On a practical level, life skills help people lead meetings, induct and mentor individuals, manage conflict in teams, communicate knowledge and provide good customer service.
These are just a few examples of how it should improve the workplace as well as the bottom line.
Where to start
In today's dynamic environment, life skills are not optional extras; they are essential for individual and organisational success.
We also need to make sure that our workforce has the skills and capabilities to create change themselves, rather than letting change happen to them.
Why not think about introducing some of these:
Mentorship and coaching programmes: you can pair experienced employees with newer team members to provide guidance and support. Internal mentorship programmes can foster the development of communication, problem-solving and leadership skills.
Get started with mentoring – guide for employers from DYW (centred towards young people)
Training and development opportunities: research training programmes that target specific life skills, such as communication workshops or conflict resolution seminars.
These programmes can equip your team with the tools and techniques they need to excel.
You can find tips on peer-learning, apprenticeships, useful webinars and courses on the Skills Development Scotland site
Apprenticeships are not just for teenagers. They can transform your workforce, regardless of their age and skillset
You could also think about the SVQ Management SCQF levels 7–11, which develops core management and leadership skills
Identify local education establishments, universities and colleges for what they offer in terms of part time or distance learning.
Empowerment and recognition: as we talked about in the previous employer life skills article, you should provide opportunities for your team to take ownership of projects and decision-making processes.
Recognise and reward their achievements to boost morale and encourage initiative.
Employee engagement is key, and this is made much easier by creating a Fair Work environment. Introduce fair and progressive work practices — and measure employee engagement to make sure it is working.
Here are some key points to consider in your journey to becoming an employer of choice
Open communication and feedback: an essential component is creating a culture of open communication where employees feel comfortable sharing ideas and providing constructive feedback.
This fosters a learning environment where everyone can develop and grow. Practise active listening yourself and model the behaviour you’re trying to encourage.
There is a plethora of employer webinars to browse through on the Skills Development Scotland website
Recruitment and retention toolkit: workforce recruitment and development may be the most important issue for our sector in the coming years, so this toolkit is designed to stimulate some thinking around that, to support your own business journey - and its future success.
Remember, good employers attract good people!
Discover more in this section about developing life skills…
