In today’s digital and AI-driven world, creative industries are rightfully focusing on upgrading their technical skills to stay relevant. But over the long run, it’s our soft skills—often termed “people skills” or “interpersonal skills”— that set us apart. These skills shape our reputation as reliable employees, inspiring leaders, and trustworthy colleagues. They build a legacy where our absence is truly felt.

Soft skills, such as empathy, conflict resolution, trustworthiness, adaptability, kindness, mutual respect, resilience, collaboration, integrity and transparent communication, are more critical than ever. While technical abilities enable us to perform our tasks, soft skills help us work together, solve problems creatively, and lead with compassion. Our ability to connect deeply, communicate with care, and lead with emotional intelligence remains unique to humans. Ironically, even AI is being trained to mimic empathy, emotions, and diversity, but there remains a depth to human connection that machines simply cannot replicate.

Despite this, many leaders and employees hesitate to showcase their human side at the workplace, fearing they'll be seen as "soft," unable to manage the pressures of a demanding workplace or their kindness will be interpreted as weakness. In some toxic work environments, this may be the case, but in most organisations, people work for people, not machines. Showing empathy and understanding doesn’t signal weakness; it fosters relatability and connection.

In India, there is a cultural pride in hard work and long hours. According to an ILO report, Indians work the most globally, averaging 47.7 hours weekly. The creative industry is notorious for reinforcing this, resulting in burnout and high turnover. Sadly, mental health and employee well-being aren’t addressed often enough.

The interplay between hard and soft skills is undeniable in creative industries, where innovation and adaptability are essential. Technical skills provide the foundation, but interpersonal and emotional competencies fuel creativity, drive collaboration, and ultimately lead to success. Organisations that neglect soft skills learn the hard way.

As companies strive to retain top talent in an increasingly competitive landscape, it’s time to reward soft skills with the same emphasis as technical abilities and performance metrics. Annual bonuses and KPIs should reflect the contributions of those who bring emotional intelligence, resilience, and effective communication to the table. HR teams and leadership must be trained to spot and nurture these skills, recognising their value in fostering a supportive, innovative workplace. The inability to engage with employees on a personal level is a key factor behind high attrition rates. Many talented professionals leave their careers not because they lack capability but because they don’t feel supported emotionally.

The challenge with soft skills is their intangible nature. They’re hard to quantify or measure under an ROI lens. Their true value often becomes evident after someone leaves an organisation. People are fondly remembered for the way they made others feel. But by then, it’s too late to close the gap their absence leaves.

Consider the legacy of Ratan Tata, an iconic business leader revered not just for his business acumen but also for his compassion and generosity. When he passed, the tributes that poured in didn't just highlight his visionary leadership. They emphasised his kindness and how he touched people's lives. That's the kind of legacy worth aspiring to—one where soft skills are at the heart of lasting impact.

The author is is founder and chief creative officer, HumanSense (Sri Lanka). This piece was first published in Manifest's November issue. Get your copy here.