Picking the right subject line is crucial to opening up communications because 47% of people decide whether to open an email based on the subject line alone, according to a study by Salesforce. Using the subject line to ask for advice, using a referral or meeting place and making it personal have the highest open rates, advises Stephanie Lee.

Men are often perceived to have high levels of leadership potential and hired for that, while women often require proven track records and accomplishments to receive the same perception, according to University of Kent research. For leaders to really be inclusive, they have the be aware of unconscious biases and actively try to correct them for themselves and their teams, writes Robin Moriarty.

Some employees may seem ambitious as they take over work from their peers, but their actions can frustrate colleagues and affect work product, Alison Green writes. Green recommends managers address performance issues promptly and have clear, direct conversations with difficult employees to keep bad situations from escalating.

Employers must investigate harassment complaints, but they are not obligated to fire people, even when complaints are determined to be valid, attorney Jon Hyman writes. Hyman describes a real-world harassment case to illustrate the steps employers must take when navigating these situations.

Virtual reality and other technologies can help improve employees' emotional intelligence and empathy, but watch out for potential downsides, writes Diana Wu David. Employers can use VR to show employees what it's like to be someone and install mobile apps to encourage better habits, but companies must respect people's privacy and make ethical decisions, she writes.

While soft skills training typically focuses on leadership, it's also important to remember the other skills your organization needs. Behavioral skills such as curiosity, responsibility and positive thinking are also valuable, notes Keca Ward of Phenom People.

Research has shown many employees who work long hours become less productive, which can cut into the bottom line of companies, writes Andrea Canidio. A study from INSEAD has identified "high potentials" as a subset of employees for which 80-hour workweeks might be optimal for their career because longer hours allow these workers to prove their worth to employers.