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Careers & workplace advice from Hays

First impressions matter, especially in the workplace. But if you’re feeling nervous about starting a new job, there are plenty of ways to make sure your first day nerves don’t get the best of you.

With our expert tips, you’ll be able to put your best foot forward with confidence.

What are new job nerves?

If you feel a sense of nervousness or trepidation before starting a new job, you may be experiencing new job nerves. You might be worrying about fitting in with your new colleagues or whether your performance will be of a high enough standard.

Remember that these feelings are natural and common, so try not to worry too much.

What causes people to have nerves before a new job?

You may feel nervous about starting a new role for many reasons. The experience can be different for everyone. For example, you may feel anxious about meeting new people or uncertain about what to expect.

Through understanding your job anxiety, you can then work on how to overcome it.

Tips for keeping your first day at work nerves in check

To help you keep your nerves in check, read our top tips to help you stop feeling nervous. We’ll help you start your new role on a positive note.

Understand it is natural to feel nervous on your first day

Remember that what you’re feeling is temporary. Feeling nervous is natural, and it will likely only last for a day or two. Focus on what made you want the job in the first place:

Is this the beginning of an exciting new chapter in your career?
Will you have the chance to learn new skills?
Are you going to be working alongside like-minded people?

By focusing on the positives, you might help calm your fear of the unknown and remember why you’re there.

Keep your impostor syndrome in check

If a voice in your head tells you “you’re not good enough”, remember that’s simply not true. Remind yourself that you deserve this opportunity and that the company chose you for a reason.

Your new employer chose you over many other applicants because of your skills and experience. When you’re nervous it can be easy to lose sight of this.

Try to stop worrying that you’re not as good as your interview. Or that you might not be as capable as your new colleagues. Remember the excitement of getting your job offer and use that positive feeling to fuel your confidence.

Reach out to your new manager

Building a connection and relationship with your new boss will help you feel more prepared and involved. With that in mind, there’s no harm in sending them an email the week before you start, reiterating how much you’re looking forward to starting your new role. You could even ask whether there’s anything you can do to make your first day easier (that doesn’t mean starting your job or onboarding early, though!).

Before starting a new job, prepare for your first day

Preparing for your first day in advance can help reduce any uncertainty. Research your new company and take time to learn about your new role. Try to get a feel for the type of tasks you might be doing on your first day.

You can also take extra steps like choosing what you’re going to wear. By testing the best route for your commute you can also make sure you arrive on time.

Distract yourself

Spend the day beforehand doing something fun that makes you feel confident and content. The idea is to distract your mind from starting your new job tomorrow. Alternatively, exercise can help to release endorphins, which relieve stress and boost happiness. All in all, do the things that, and you’ll likely feel much calmer and readier to take on whatever challenges your first day in your new job may bring you.

Take notes when you can

It’s likely your employer will give you a lot of important information on your first day. Rather than worry about remembering everything, make sure you take notes that you can refer back to.

Keeping a notepad to hand will help you stay in the moment, and prevent you from being overwhelmed. You can use your notepad to write down login details, passcodes or instructions.

Seek support for your mental health

It’s natural to experience feelings of new job anxiety. But if you are feeling anxious to the point that it affects your health or is beginning to escalate, seek advice from your doctor. You can also consult a mental health professional if needed.

Are you due to start in a new role? These blogs can help you make a great impression at work:

Has an employee come to you asking for a recommendation letter ahead of starting a new role? How are you going to make sure you give them the best reference possible?

Alternatively, what if you’re unwilling to write a positive reference letter when the employee hasn’t impressed you? Is there a way that you can fulfil your role as a referee without compromising your professionalism.

If you find yourself in either position, you’re not the first person to wonder how to go about things. Here’s our handy guide to writing a recommendation letter for an employee, along with samples.

If you’re asking somebody to write a letter of recommendation on your behalf, read our advice here.

What to include in a recommendation letter for an employee

The key things that a hiring manager will want to know from reading your reference letter will be:

The employee has done the things they’ve claimed
The employee has made a positive impression

You should try to make each recommendation letter specific to the employee. That said, there are several points that every professional reference should include. These are:

Dates you worked together
Their responsibilities
Their skillset and abilities
Their professionalism

As a general rule, your letter of recommendation should be up to one page. The closer to one full page, the better – a very short reference will imply that you’re less willing to make an effort to endorse the employee.

This brings us to the next point that is very important – you’re under no obligation to champion anybody as a strong candidate if you don’t believe that to be the case. In the examples below, we’ll look at what to do in this position.

Check your company’s policy relating to references

At some organisations, references will be supplied by the HR Department and will simply confirm the employee’s active dates and role titles. In this instance, you should make it clear that your letter of recommendation comes in your name and is not written on behalf of the organisation.

Reference letter template for an employee

Below is a reference letter template you can use for the next time you’re asked to make a referral.

State your relationship to the employee

Start your reference letter by introducing yourself and explaining how you know the employee. If you are providing a reference for an employee at a previous employer, make this clear:

“My name is [name] and I am the [role] at [organisation]. I supervised [name] from [date] to [date] at [organisation], during which time they worked in the [team/department].”

Highlight any relevant skills

Give examples of the employee’s strengths and skills. This should be a combination of soft skills and more technical capabilities:

“[Name] is a fast learner and was soon confident in carrying out their role. They are strong in communicating ideas to the team and wider business, which has helped us to achieve [X]. Their [technical skill] came in use throughout their time at [organisation].”

This is just a brief sample – the more examples and detail you provide, the stronger your recommendation. If you don’t want to stake your reputation on this person, keep it brief but don’t be negative.

Reference any responsibilities and projects

It’s time to add more on their responsibilities and achievements. The hiring manager will want you to confirm that they actually did the things they’ve claimed on their CV or during an interview.

Mention any stakeholders the employee may have worked with, including their relationships within your team. Here are some samples you can use in your reference letter:

“[Name] has been a highly valued member of the team, where their main responsibilities have evolved from [responsibility] to [responsibility]. They have proven to be a team player on numerous occasions by assisting in other responsibilities outside of their remit, such as [responsibility].”

“[Name] has shown the ability to do [ability], which has been especially beneficial to the business when working on [project] with [stakeholder].”

If you want to strongly recommend somebody, this part of the letter should contain three to five examples. Also, ask them about the new role and pick out any past experiences together that would be relevant.

If you’re less comfortable making an endorsement, you can reference the responsibilities without mentioning their performance or achievements/outcomes.

Sign off your letter of recommendation

Finally, express whether you’d actually recommend your employee for the role. Then provide contact details for the hiring manager to reach you if they have any further questions. For example:

“I greatly enjoyed my time working with [name] and wouldn’t hesitate to recommend them for future opportunities. They have demonstrated professionalism throughout their career at [organisation] and I’ve observed first-hand that they possess the skills required to succeed in the future.

If you require any further information about the points above, or wish to know more about [name]’s previous responsibilities or experience, please contact me at [email address].”

This is important: you shouldn’t speak negatively about the employee. Instead, failing to explicitly endorse them will send the message that you don’t rate them particularly highly. If that’s the case, then you can make your sign-off more concise.

Writing a letter of recommendation for a friend

Of course, not every request for a letter of recommendation will come from an employee. What if a friend asks you?

There are a few key differences you’ll have to make when writing a reference letter for a friend. Just as outlined in the reference letter template above, you should start by explaining how you know the person and for how long.

Remember, unless you’ve worked together previously, you probably shouldn’t discuss their professional experience. However, you can reference any accomplishments, as well as relevant traits that an employer would want to know about.

Lastly, while the template above is for a recommendation letter of up to a page, a reference letter for a friend should be shorter. Keep it around three to four paragraphs.

Final thoughts on writing a recommendation letter

The amount of effort you put into writing a recommendation letter for an employee or friend will reflect your opinion of them. By offering more examples of their skills and achievements, as well as their impact, you’ll be able to give them the ringing endorsement they deserve.

Are you leading a team or hiring for a new role? Here’s more advice on navigating common challenges:

If you’re planning on leaving your current job, you might be worried that asking for references will be awkward. It might involve speaking to someone you’re about to leave behind, or reconnecting with former colleagues you’ve not communicated with in years.

However, there’s a right way to go about things that will leave all parties satisfied. You’ll not only receive a reference, but also maintain strong professional relationships for the future. With this in mind, let’s look at how to ask for a letter of recommendation or reference.

What is a reference letter or letter of recommendation?

When you receive a job offer from a new company, their HR department will typically request references from your past employers. This is a common practice to confirm that you’ve worked at past employers for the time period you’ve claimed and in the right role.

Alternatively, you might want to offer insight into your work ethic and performance through the form of a recommendation letter. These should come from someone who can speak positively about your abilities and performance. These are referees.

In the letter of recommendation, your chosen referee should discuss the following:

The time you worked together
Your characteristics
Your key skills
Any contributions you made to significant projects

Who can provide a reference for a job?

Now we’ve established what a reference is, it’s important to choose somebody appropriate to write it. In most instances, an HR department will be able to provide the relevant information, so it’s best to contact them. Should you be unable to contact them, a former manager might be able to help, though in most larger organisations it’s common practice for HR to handle this solely.

Who can be your referee for a letter of recommendation?

If you want or require something more detailed that indicates your suitability for the role, it’s better to ask somebody who can vouch for your professionalism or capability.

Be aware that this cannot act in place of an official reference – at larger employers, the below referees will not be able to write on behalf of the company.

In order of preference, these are your best options to ask for a letter of recommendation:

A current/former manager

Anyone you’ve reported to in your career so far can share insights. They are a chief authority on this matter and their opinion will be valuable to the hiring manager.

As a rule, you should ask somebody who has managed you as recently as possible. Of course, this can be awkward if you’re currently leaving their supervision for pastures new, but we’ll come onto how to ask for a letter of recommendation later.

A current/former colleague

Perhaps you’re disinclined to discuss your upcoming exit with management at your existing company. In some cases, employers may consider a letter of recommendation from a colleague, though it would carry less weight.

A current/former professor or teacher

If you’re at the start of your career, it’s ok to ask someone who’s taught you recently.

Friends/acquaintances

In some instances, a friend who holds a professional position (for example a legal, medical or education professional) may be permitted to provide a character reference. However, this should be a last resort unless specifically requested by your prospective employer.

How to ask someone to give a letter of recommendation or reference

Unless you’re reaching out to an HR department or friend, you might find it awkward to have this conversation. Here’s how to ask for a referee to write a letter on your behalf.

Don’t go in cold

Warm up the conversation before diving into things. If it’s somebody you’re working with currently (ideally a manager), make sure that your relationship is still amicable. Alternatively, reconnect with any potential referees whom you’ve not spoken to for a while.

Be clear on what you’re asking from them

When you’re ready to ask, be direct and specific. For example:

“Can I ask for a favour please? I’m currently in the process of starting a new job and I wondered if you’d be willing to provide a reference/letter of recommendation for me? I think you’d be able to offer accurate insights on our time working together at [Company].”

If you’re speaking to your current manager, this shouldn’t be how they learn that you intend to leave. Instead, it should follow on from an earlier conversation after you’ve handed in your notice.

Don’t make it an obligation

It might sound strange, but your objective here is to maintain a strong relationship. Even if your chosen referee can’t provide anything now, they might be able to offer a good letter of recommendation or reference in future. Acknowledge that they can decline for a number of reasons. For example:

“Of course, I understand if you’re unable to provide something.”

Prepare them

If somebody agrees to be your referee, you should make it as easy as possible to give a reference. Provide them with details about the new role and employer, plus any key skills or relevant experience to highlight if it’s for a letter of recommendation.

Show gratitude for any references

Keep your referee up to date with proceedings and be sure to thank them. After all, you might ask for another letter of recommendation in a few years!

Final thoughts on asking for a letter of recommendation

Bear in mind that this is a natural part of the process in changing jobs. Your chosen referee will have had to go through this themselves, just as you are now, and will probably have written references or letters of recommendation before. With that in mind, hopefully making your request doesn’t seem so daunting.

Looking for more advice on leaving your current job? Why not check out our other blogs:

Securing a job interview is a huge win. However, deciding on the appropriate dress code for an interview can be a little tricky.

Whether you’re heading to an office or dialling in from home, here’s how to nail your interview attire and feel confident.

What to wear to an in-person interview

When it comes to in-person interviews, first impressions are everything. As a general rule of thumb, you should dress professionally. However, it is important that you still feel comfortable.

Stick to these pointers to impress your hiring manager:

Stick to classic career wear staples

Business formal attire such as suit jackets, shirts, and blouses convey professionalism effortlessly. These choices are timeless and universally recognised as symbols of a polished appearance.

Avoid bright colours

Neutral colours like navy, black, grey, and white are smart, versatile and sophisticated. By avoiding bright or heavily patterned clothing, the focus will remain on your professional demeanour rather than your attire.

Pay attention to details.

Make sure your clothes are clean, ironed, and fit well. Your shoes should also be well-maintained and polished, to complement your overall look and reflect your professionalism.

Choose minimal accessories

Keep accessories simple and understated. A nice watch or a pair of stud earrings can add a touch of personality without being overwhelming. Remember, less is often more when it comes to accessories in a professional setting.

What to wear for a video interview

In the age of video interviews, what you wear from the waist up makes all the difference. Aim for attire similar to what you’d choose for an in-person interview. But keep in mind these few simple adjustments to ensure you look your best on camera:

Opt for bright and light colours

Opting for colours that stand out on camera, like blues, greens, and soft pastels works well. These colours exude confidence and ensure you appear clearly on camera. This is especially important in varying lighting conditions or lower video resolutions.

Avoid busy patterned clothing

Busy patterns can be distracting on screen and may not translate well through video. Opting for solid colours helps maintain a clean and polished appearance that is suitable for a professional setting.

Prioritise comfort

Video interviews often involve extended periods of sitting. So it’s crucial to wear a top that is comfortable and fits well. Avoid anything overly tight or loose that could affect your comfort and on-camera appearance.

Even in a virtual interview, attention to detail is crucial. Make sure your background is tidy and free of clutter. Position yourself facing a window or use a ring light for good lighting on your face.

What to wear to an informal interview vs. formal interview

Dress code for an informal interview

How does the dress code differ if you know that you will be attending an informal interview?

Informal interviews are often more relaxed, but that doesn’t mean you should show up in your weekend casuals. Chinos or tailored jeans paired with a blouse, polo, or casual shirt are great options. Choose comfortable yet stylish shoes, avoiding open footwear like flip-flops or sandals.

Dress code for a formal interview

For formal interviews, the goal is to present yourself as polished and professional.

Wearing a suit is a safe bet. This could be a matching jacket and trousers with a shirt and tie, or a professional dress accompanied by a blazer.

Choose a pair of polished shoes to complete your interview outfit, ensuring they are clean and well-maintained. As mentioned, stick to neutral colours and keep accessories to a minimum for a professional look.

Final tips for interview attire

Your outfit should make you feel like the best version of yourself. Here are some final tips to guide your choice of interview attire.

Tip #1 – Research the company

If you’re uncertain about the interview dress code, research the company beforehand. There’s typically information available about the organisation’s expectations.

Alternatively, during your initial video interview, take the opportunity to ask the hiring manager about the company culture. Doing so can provide valuable insights into the most appropriate attire to wear to the interview.

Tip #2 – Tailor your attire to the job type

It’s important to note that dress codes can vary widely depending on the industry or location.

Creative fields such as advertising, design, and tech startups often have more relaxed dress codes. In these cases, you can incorporate your personal style into your outfit. However, in corporate sectors like finance, law, or consulting, sticking to traditional business attire is typically advisable.

Tip #3 – Err on the side of caution

When in doubt, opt for a smarter rather than a casual look. It’s better to be slightly overdressed than underdressed, as a professional appearance demonstrates your seriousness towards the opportunity.

Tip #4 – Be prepared

Plan your outfit in advance, trying it on a few days before the job interview to make sure everything fits well and looks good. Check for any wrinkles, stains, or loose threads. Having your outfit ready ahead of time will reduce stress on the day of the interview and help you feel more confident and focused.

Looking for more ways to ace your interview? Let Hays show you how

Now you’ve got the perfect outfit, learn how to ace your interview questions with confidence.

When participating in the hiring process, you will have several stages of interviews. The hiring manager’s aim in assessing an individual is to see if they have the skills needed for the job role. This process will include tasks to test your cognitive ability and problem solving skills.

One of these interview tests could be an aptitude test. So, what exactly does an ‘aptitude test’ mean, why is it included in job interviews, and how can you prepare for one during your application process?

What is an aptitude test?

An aptitude test assesses an individual’s abilities, skills, and potential for succeeding in specific roles. These skills tests measure various cognitive abilities.

Simply put, an aptitude test is a tool for hiring managers. With aptitude tests, hiring managers can assess specific areas of an applicant’s suitability for a particular job role. Hiring managers can determine how well candidates can handle the demands of the position. Additionally, aptitude tests help to gauge whether candidates possess the necessary skills to do well.

Depending on the organisation and its recruitment process, they can conduct aptitude tests in a number of settings. These tests can be online or in person and usually have time limits. Organisations can hold aptitude tests at an assessment centre as part of an overall assessment. Alternatively, some organisations host these tests at their offices or conduct them through recruitment agencies.

Common aptitude tests include:

Diagrammatic reasoning test

This type of aptitude test assesses your ability to analyse and understand visual information. Diagrams, charts, or patterns are common ways of presenting this information.

Numerical reasoning test

This practical test evaluates your ability to interpret numerical data. Numerical reasoning tests essentially test your basic maths skills, such as percentages and ratios.

Verbal reasoning test

This test focuses on your critical thinking skills. Assessors will evaluate your ability to understand and draw conclusions from written text.

Abstract reasoning test

Using shapes, symbols or figures, this test evaluates your ability to recognise patterns, relationships and sequences.

Logical reasoning test

As the name suggests, this test assesses your ability to think logically. The test will assess if you can solve a given problem.

Situational judgement test

Within this test, you will choose the most appropriate answer based on a hypothetical workplace scenario. This test assesses your judgement and decision-making skills in real-life situations.

What is an aptitude test for, and why is it included in a job interview?

Hiring managers include aptitude tests as part of the selection process for a number of reasons:

An objective way of assessing an individual

This means hiring managers rely less on personal impressions and can form a less biased view. An aptitude test promotes fairness and diversity, with each individual having an equal opportunity to demonstrate their skills.

Better hiring outcomes

By using aptitude tests, employers can identify individuals who are more likely to succeed in the job role.

Efficient screening process

These skill tests allow the hiring manager to efficiently filter high volumes of candidates to simplify the selection process. From there, hiring managers can create a shortlist of the individuals who have the required skills.

How to prepare for an aptitude test

Now you know what an aptitude test is and what it’s for, you should now look at how to prepare for one.

Preparing for aptitude tests can help improve your chances of success. Here are some effective strategies to help you:

Familiarise yourself with the test

Once you know what kind of aptitude test you’ll take, familiarise yourself with it. Find out the types of questions and time limits. Use practical tests and sample questions to gain an idea of what to expect when you come to take the test.

Identify your strengths and weaknesses

Assess your strengths and weaknesses in different areas of your cognitive ability. Areas include your numerical, verbal, and logical reasoning. Focus on sharpening your strengths while ensuring you spend extra time improving weaker areas through practice.

Keep practising

Practice is key to success with aptitude tests. Dedicated time to work on practice questions and exercises can massively improve your chances of scoring well. There are many online resources offering a variety of aptitude test materials tailored to different skill levels.

Ask for feedback and support

Feedback from mentors or career advisors can dramatically improve your testing ability. Constructive feedback can help identify areas for improvement and help you in your approach to tackling the tests.

Remain calm and confident

A positive mindset can make all the difference when taking a test. The ability to remain calm under pressure with confidence in your abilities makes all the difference in your performance. Take the time to read each question, and don’t rush through the test for the best chance at success.

Find more interview tips with Hays

For a full overview of the interview process and how to succeed, see more from Hays:

The official message for Earth Day 2024 has been for a reduction in plastic pollution, with the target of decreasing production by 60% in the next 15 years. We know that plastic pollution poses a severe threat to our oceans and wildlife, so I welcome the opportunity around Earth Day to raise awareness.

However, as a sustainability recruiter, I also recognise that education on this topic is vital, particularly given the green skills gap we’re seeing today. In this blog, I’ll be exploring this topic in more detail, and suggesting solutions that your organisation can easily implement.

Why do we need to tackle plastic pollution?

Plastic pollution is wreaking havoc on marine ecosystems, resulting in the tragic loss of approximately 100,000 mammals every year due to ingestion or entanglement. Our throwaway culture and excessive plastic consumption are unsustainable. Annually, we churn out a staggering 430 million tons of plastic, a figure which is projected to triple by 2060.

A holistic approach to tackling this pollution is required, whereby we amend our habits to reduce our dependence on non-essential plastic products. By conducting a comprehensive life cycle assessment (that factors in product design, production, consumption, and waste management), we have the opportunity to curb plastic pollution by 80% by 2040 and create up to 700,000 additional jobs in the process.

How can your organisation take action on plastic pollution?

It’s clear there are multiple benefits to us cleaning up our act. The numbers listed above may seem overwhelming, but they are a target we have to reach for. Here’s how to make a difference:

Influence individual behaviour regarding plastic pollution

On a personal level, we can make a difference by reducing plastic waste in our day-to-day life. Ensuring that your organisation’s people follow suit is a great place to start.

Furthermore, research shows that most workers, particular those of younger generations, are willing to act. In fact, Deloitte have found that half of Gen Z are pushing their employers to drive positive change regarding sustainability. Meanwhile, a 2023 study found that 93% of respondents felt happier when working in an environmentally friendly workplace. Think of reducing plastic pollution as part of your employee value proposition, boosting satisfaction while doing the right thing.

With this in mind, reducing plastic consumption and waste is an easy win. For example, avoid unnecessary food packaging – this includes water bottles or disposable coffee cups – and provide opportunities to recycle when possible. If these items are currently available in the workplace, it’s time to consider alternatives that will still appeal to your workforce.

Educate and inform through green skills and career development

Driving real change on environmental challenges such as plastic pollution means educating the workforce. we must bridge the green skills gap. In their 2023 Global Green Skills Report, LinkedIn found that just one in eight workers possesses any form of green skills.

The same report highlighted the growing demand for sustainability professionals. In a LinkedIn live event for Earth Day, my colleagues Kirsty Green-Mann and Travis O’Rourke made the point that the responsibility doesn’t lie with what we traditionally consider green workers.

The solution for this requires collaboration across the organisation, from designers and marketeers to supply chain specialists and policy makers. Each of these roles would benefit from green skills, which in turn benefits the business. This starts with investing in education, training, and development programs. In doing so, we can equip the next generation with the skills and knowledge needed to drive environmental change.

Final thoughts

Failing to act on plastic pollution through the measures outlined above risks damaging your organisation in a number of ways. Sustainable practices are good for your brand and make it more attractive to investors, employees and customers.

That’s why it’s imperative that we reflect on the urgency of tackling plastic pollution and other environmental issues. By reducing our reliance on plastic through individual actions and influencing others, we can make a difference. Similarly, closing the green skills gap is vital for driving progress. The key message to take away is that we must work together to promote change on a global and meaningful basis.

Interested in other blogs on sustainability? Read more:

When applying for a new role, it’s important to make sure you have all the relevant qualifications and that your CV fits the bill. But do your people skills meet the same high standard?

As AI tools and hybrid working continue to change how we work, employers are starting to focus more on the importance of soft skills and emotional intelligence.

In a recent interview, LinkedIn VP Aneesh Raman predicted that in 2024, “People skills are going to come more to the centre of individual career growth” and continues, “and people-to-people collaboration is going to come into the centre more for company growth.”

Leadership roles aren’t exempt from these developments either. Raman explains, “For leaders, you’ve got to start with communicating clearly, compassionately, and empathetically with your teams.”

Read on to learn more about developing these skills that can help you to thrive in the workplace as well as your personal life.

What do we mean by people skills?

The Merriam-Webster Dictionary defines ‘people skills’ as:

“The ability to work with or talk to other people in an effective and friendly way”

These skills are vital to keeping an organisation moving forward, regardless of your role or the department you may be working in.

Some of the soft skills that are most sought after in business include written and verbal communication, empathy and the ability to listen. However, all of these are interconnected. For example, you can’t empathise with someone if you don’t listen to them. Similarly, strong communication skills can help build trust, and are a key aspect of how to work well in a team.

Examples of valuable people skills include:

Communication: The ability to effectively communicate means that you get your point across and you’re understood by your colleagues. By being a strong communicator, you’re more likely to be good at networking too.
Empathy: Being able to recognise and understand emotions in team members can take practice and experience. Empathy requires that you are ready to listen, understand someone’s point of view and confident to respond in the right way. Empathy is invaluable for building relationships and trust.
Confidence: This may not come easily to everyone, but it’s one skill that’s certainly worth working on. By having confidence in your own abilities, you can positively affect and motivate the people working around you. Confidence is also reflected in your body language, such as maintaining eye contact when speaking with colleagues.
Accountability: Showing accountability means owning your work, recognising that mistakes can happen and taking steps to move forward. This approach will serve you well for your long-term career growth.
Honesty: Being honest and transparent will build trust, whether you’re a member of a team or in a leadership position. Dishonesty in the workplace can quickly create a toxic environment that can be damaging to workers’ mental wellbeing and morale.
Patience: Being patient is essential to avoid succumbing to the stresses of work. By improving patience, especially in high performance situations, you will be better placed to identify the causes of these areas of stress. Focus instead on making improvements rather than acting impulsively.

Why are people skills so important?

For a team to come together to achieve common goals, it’s important for everyone involved to be able to communicate well and treat each other respectfully.

There are also many more reasons as to why these skills are so important in the workplace, including:

Creating Opportunities: Being confident and open to working with the people around you will expose you to new experiences and opportunities.
Keeping Calm: Struggling to communicate your feelings in difficult situations can be stressful and frustrating. Honing the skills to work through these situations will help you build the confidence to cope with whatever your role may throw at you.
Solving Conflicts: Although differences of opinion aren’t always a bad thing, an ongoing conflict in the workplace can damage morale and productivity. Strong people skills will help you to see things from different perspectives, so you can diffuse the situation and make lasting disagreements much less likely.
Avoiding Misunderstandings: Clear communication can simplify instructions and ideas, whilst avoiding misunderstandings. Clear briefs and discussions can improve efficiency towards achieving team goals.
Promoting Tolerance: Understanding the differences between personality types and backgrounds will help you to get on with a wider range of people. Tolerance is valuable throughout your career and in life generally.

How to develop people skills in work environments

Take a training course

If you need guidance on how to begin improving your people skills, sign up to a training course or class as a positive first step. Your workplace may already have development tools in place, or provide a budget for further learning to improve your performance.

Learn to listen

Learning to listen involves more than just looking like you are paying attention or maintaining an appropriate facial expression. To listen well, you need to focus on what someone is saying and not think of your reply until they have finished talking.

Give genuine compliments

By complimenting someone about a skill or accomplishment, it triggers feelings of recognition and value. When you go out of your way to note the good work of colleagues or team members, it helps strengthen morale and encourages more of the same.

Maintain a positive mental attitude

A positive mental attitude doesn’t mean you have to be extroverted or visibly happy all the time. Simply focus on showing passion for what you do. By thinking positively, you can solve problems through decisive and constructive action rather than dwelling on weaknesses or shortcomings.

Be proactive

Being proactive demonstrates that you are confident in your decision making. It shows that you can anticipate any future issues and put problem solving measures in place ahead of time. A proactive team member will welcome change and identify opportunities to make improvements within the organisation.

Techniques to improve your interpersonal skills

Simply taking a few moments for self reflection can help to improve your people skills. By spending a few minutes thinking about your feelings and how you can handle your emotions, you can begin to understand yourself and your skillset better.

You can also take a proactive approach to becoming more aware of how you interact with other people. Leading mental health wellbeing app Calm suggests the following techniques:

Seek feedback from trusted colleagues or friends about your communication style.
Engage in active listening, where you focus entirely on the speaker, understand their message, and respond thoughtfully.
Practice empathy by considering others’ perspectives and feelings.
Participate in group activities or workshops that focus on communication and teamwork.

If you’re in a leadership role and would like to learn more on how to improve communication skills and developing your emotional intelligence, listen to our insightful podcast on the subject: How Leaders Can Develop Their Emotional Intelligence

Find more tips for developing people skills with Hays

Looking to succeed in your dream career? Put your best foot forward with advice from Hays: