Why labour experts are warning of "soft skill tsunami"?

As global uncertainties mount, labour experts warn that one of the most pressing challenges isn’t a conflict between countries, but how to future-proof the workforce to meet the demands of tomorrow’s jobs today? Nations around the world are actively working on workforce development strategies to stay competitive in an evolving geopolitical and technological landscape. This involves pushing for policies that build skills, adapt to artificial intelligence, protect intellectual property, and better align educational institutions with industry needs.

The goal is to merge technological readiness with practical, career-focused learning to prepare workers for emerging job markets. Yet, amid the drive toward digital transformation and economic competitiveness, an article published by Diplomatic Courier highlights that an equally important issue—namely emotional intelligence—is often neglected.

Many assume that Gen Z, the most digitally native generation, would naturally lead the charge in this transition. However, the article argues that there is mounting evidence of a growing challenge among young professionals, a crisis this author refers to as the “soft skills tsunami.”

Though digitally adept, many Gen Z workers lack essential soft skills critical for success in modern work environments. Attributes such as effective communication, collaboration, adaptability, problem-solving, and emotional intelligence are frequently underdeveloped. A major factor behind this deficit is the COVID-19 pandemic, which the article's author believes disrupted in-person learning and limited social interaction—both crucial for developing interpersonal and emotional skills. This author argues that the result has been a workforce ill-prepared for the nuanced human dynamics of the workplace.

Employers are increasingly struggling to integrate young employees into professional settings. According to the article's sources, a notable 1 in 5 U.S. managers has considered quitting due to the challenges of managing Gen Z employees. Moreover, 75% of managers report that Gen Z workers require more time and support than other generations—an indication that the issue is widespread and deeply rooted.

Why Gen Z faces soft skills challenges?

Several factors are contributing to this phenomenon:

Digital-First Communication: A reliance on screens and social media has limited in-person communication, impeding the development of interpersonal skills.

Narrow Education Focus: Many education systems emphasize technical skills over human-centric ones, producing graduates who are technically qualified but emotionally underprepared.

Generational Differences: Gaps in expectations and communication styles between generations can make workplace integration difficult for younger workers.

Mental Health Struggles: Prolonged exposure to pandemic-related stress and economic instability has negatively impacted young workers’ emotional resilience and ability to handle professional pressures.

Despite these challenges, this author believes the situation is far from hopeless. Many leading companies—such as Google, Apple, and Microsoft—are already investing in emotional intelligence programs, with impressive results including improved retention and productivity. For a broader impact, however, the article argues that these efforts must be ramped up:

Revamp Education and Training: Embed soft skills into school curricula and workplace training.

Implement Mentorship Programs: Assign mentors to help young employees navigate professional expectations and improve communication.

Expand Real-World Opportunities: Encourage internships, volunteering, and part-time jobs that expose young people to diverse interactions and workplace dynamics.

Create Supportive Cultures: Foster environments where soft skills are actively cultivated and valued.

Promote Mindfulness and Self-Awareness: Help younger workers develop emotional self-regulation through reflection and mental wellness practices.

By Nazrin Sadigova