When it comes to developing a multilingual, multicultural workforce, strategy is vital. We’ve put together a quick guide to helping your training department get the most out of foreign language training.
In today’s global business world, a multilingual team can be a significant asset. We look at some of the ways you may make the most of language training in your organization as more companies look to diversify their workforce by implementing in-house foreign language training programs.
1. Explain the Benefits to Your Employees
Learning a second language may be a demanding, time-consuming task, and not all of your staff may be eager to take on the additional responsibilities. Before asking employees to devote time to learning a new skill, inform them of the potential benefits of speaking another language, which ranges from better meeting company objectives to further their careers and personal aspirations.
Conducting an informal seminar could provide you with the opportunity to both inspire and brainstorm with possible employees about how to organize sessions best. Please make a list of objectives and make sure they are clearly stated.
2. Measure Learning Progress
Form a detailed picture of your staff and their present abilities before deciding how to direct your in-house language training. ELAM provides a quick, no-obligation assessment that will help you arrange sessions and divide personnel into appropriate groups while also giving you a sense of the scope of the road ahead.
Assessments will take the form of written, verbal, or multiple-choice questions, as well as an in-depth needs assessment of each employee. When using ELAM as your language training provider, we’ll be able to recommend the type of preliminary evaluation that’s best for you.
3. Provide Job-Specific Training
Ascertain that the material of the course is relevant to each learner’s professional job. English for Lawyers, French for Accountants are just some examples of language material for specific purposes. Candidates will learn how their new language abilities can be helpful at work after participating in lessons and exercises that teach workplace jargon, standard business terms, and terminology. They will also use role-playing to build skills like writing emails and participating in videoconferences.
4. Structure Is Key
Consider how the course is structured and delivered—receiving an excessive amount of information at once can be daunting for anyone. Employees will stay motivated if the content is broken down into digestible, bite-sized chunks. Both sides will have the opportunity to review which areas of study require the most attention.
If you’re going to train a large number of people, consider dividing them into departments and creating groups based on their language abilities. It’s demotivating for everyone when advanced students study alongside beginners: higher-level students can’t move fast enough, lower-level students feel out of their depth, and it’s tough for the trainer to manage classroom expectations.
5. Give and Get Feedback
Organize regular review sessions with candidates to keep track of their development and motivate trainees. Maintaining a written record of trainee progress makes it easier for everyone involved to recognize strengths and limitations and provides a confidential space for employees to provide candid feedback about the training received.
In conclusion, keep in mind that practice makes perfect. Incorporate the new language into everyday work by requiring trainees to converse in the new language at suitable times. In business meetings or internal correspondence, for example. Although it will take time and allow for errors, offering employees the opportunity to put their new talents into practice can help them grow their skills and confidence more quickly. It also means that employees feel that your corporate training culture is a nurturing and positive one.
