Get in touch
555-555-5555
mymail@mailservice.com
4 Myths About Investing in your Entry-level Employees
Cathy Martin • Jan 04, 2021
In manufacturing companies with a large number of entry-level production employees, retention is a big
issue. And many employers are unsure how to improve the retention rates of their employees. One way
to significantly decrease turnover is to invest in the training and development of entry-level employees.
However, many employers have questions and concerns about investing in training. Here are four myths
and why the investment into training and development really is worth it.
Myth #1: If I invest in my employees, they will leave my company and go work for the competition.
Retention is a concern for many employers. If you are going to put in the time and money to train an
employee in a new skill, you don’t want your competitor to reap the benefits. However, there is no need
for concern. Research has shown that employees who have opportunities to learn new skills and who
feel that their employers are willing to invest in their personal growth are much more likely to stay with
that company. According to LinkedIn’s 2018 Workforce Learning Report, 93% of employees stay at a
company longer if they have opportunities to grow in their careers. If you want to improve retention
rates, then investing in the growth and learning of your employees is a great way to start!
Myth #2: It costs too much to train employees.
While the cost of training employees is high, the cost of losing them and re-hiring is even greater.
According to a Forbes article, the cost of replacing an entry-level employee is somewhere around 50% of
their annual salary. Training employees will improve your retention rates, saving you the cost of rehiring
another employee to take their place. In addition to the money you will save on improved retention,
there are other cost-saving benefits to training employees, especially entry-level employees. If you have
employees who don’t speak English well, investing in their language development will save you huge
costs related to safety concerns and incidents. And investing in basic skills training for entry-level
employees, such as time management, communication, interpersonal skills, etc., will immediately save
you in production time and decrease waste. So while it does cost to train employees, it will save your
company money in the long run.
Myth #3: My employees aren’t interested in learning.
Studies have shown that employees value growth opportunities, especially millennials. If your company
has difficulty getting employees to engage in training opportunities, the problem most likely lies
somewhere else. It could be that the training being offered isn’t relevant to the majority of your
employees. Or it could also be that the training was not explained well to employees and they aren’t
sure how the training would be useful to them. The key is to set up training programs and growth
pathways for your employees. Show your employees how each training opportunity moves them
forward on a pathway to greater success in your company. Find out what kinds of things your employees
are interested in learning. And on another note, by creating growth pathways for your employees, you
are also creating a pool of trained employees you can promote when higher level positions are open.
Myth #4: Training for entry-level employees isn’t available.
Training for entry-level employees is harder to find. A lot of employee training programs focus on
higher-level positions and specific skills for employees to learn. However, there are definitely
opportunities for your entry-level employees to learn and grow. To start, offer training specific to your
company. Make sure employees understand your company values and culture. Teach them how their
job fits into the whole production process. Show them the leadership structure of your company and
explain what each position’s role is. This will help to create a sense of belonging for your entry-level
employees. Invest in onboarding so that employees feel connected right away. You can also invest in
language training for non-English speaking employees. There are also online training programs that
focus on soft skills. At Workplace Talent Solutions, we offer online or in-person training in language,
leadership, and soft skills topics. We also provide a coaching service to employers and employees to
help them find the specific kinds of training they are looking for.
If you feel investing in your employees is something you want to pursue in the new year, we’d be happy
to help you evaluate your needs and help you create a plan. Feel free to contact us for a no-obligation
consultation. We’d love to point you in the right direction.
Here at Workplace Talent Solutions, we help you stabilize your workforce and impact your community by successfully hiring and employing immigrants, refugees, and those who don’t speak English well. One of the primary consulting services we offer is our Language Inclusivity Assessment. We wanted to answer commonly asked questions about our Language Inclusivity Assessment so that you have the information you need as you consider your next steps in strengthening your workplace culture. What is the purpose of our Language Inclusivity Assessment? We work with you to identify areas of hiring, onboarding, or training practices that could be improved or modified for employees who don’t speak English well. What is included in the service? During our time with you, we will: Review all the documents that are used in onboarding, training, and day-to-day job responsibilities to determine what language employees would need to know to understand/complete the documents Review all onboarding documents (i.e., job descriptions, applications, employee handbook) Employee surveys Supervisor surveys Observation of the job/role Optional: English proficiency assessment for existing employees We tailor our questions to your specific needs, focusing on language skills, communication challenges, and potential adjustments for employee success. We ask questions of you and your team, such as: What language skills are needed for an employee to be successful in this position? Where are challenges and miscommunications most likely to occur? What adjustments can be made to ensure the success of a new hire who doesn’t speak English well? Can translation be utilized? Where can timelines be adjusted to allow extra time to process new information? What could be included in a workplace English as a second language (ESL) course or new hire ESL course to improve the effectiveness of the employee? Is it customizable? Absolutely. We understand that every company is different and that you may have a different set of needs. What are the expected outcomes? You'll gain comprehensive insights into your hiring and onboarding processes, along with a clear roadmap to prepare for hiring non-native English speakers. How long does it typically take to complete the assessment and report? It typically takes between 2-5 months to complete the assessment and report. It depends on the size of your company and the number of employees you have. It can also depend on how quickly your team can provide the information and responses we need to complete the assessment. What are the next steps? We prepare a recommendations report for you and your team to review. Some of the recommendations may need to be completed internally, such as rethinking onboarding processes. Your next steps could include: Simplifying job descriptions and making them easier to read; Creating or implementing an English proficiency assessment to be used during the hiring process; Translating HR documents; Creating an orientation and training plan that allows more time to absorb new information; Developing career pathways for entry-level employees; Hosting a Bridging Language Barriers and Cultural Diversity training for anyone who will be or is interacting with employees who don’t speak English; Work with us to modify documents; or Develop a new hire ESL program or offer a workplace ESL class to employees. Is this only for companies who are only now starting to hire people who don’t speak English? No, it may be helpful if you already employ individuals with limited English but want to improve communication, lower safety incidents, or improve productivity. How do I know if the Language Inclusivity Assessment is the next step for my company? Your company might be ready for this Assessment if you’re experiencing any of the following: You’re concerned that your new hires who speak limited English didn’t fully grasp the safety information they needed Your supervisors and onboarding teams are frustrated or overwhelmed with the challenge of communicating with new hires who don’t speak English You’ve hired individuals who don’t speak English but have had high turnover You want to build an inclusive environment for all your employees You’re concerned about company culture and employee relationships You’ve hired individuals who don’t speak English and have had some safety issues or productivity issues Connect with us today to schedule a free 1-hour consultation to explore if the Language Inclusivity Assessment is right for your company. Reach out to us at contact@workplacetealentsolutions.com or 484.228.1945.
In the dynamic landscape of today's globalized workforce, effective communication is the key to success, especially for those who are not native English speakers. Leaders play a crucial role in ensuring that their teams can talk and understand each other. One important thing to think about is how people communicate when they speak and listen (oral) and when they read and write (print). For those whose first language is not English, they may be stronger at either reading and writing in English or they could excel in speaking and listening in English. Why would someone be stronger at print or oral language? While some may have learned English in school, focusing on grammar and reading, others may have acquired it through immersion, primarily relying on speaking with and listening to family, friends, or workplace contexts. Understanding these variations is vital for effective communication strategies. Various factors contribute to an individual being better at print or oral language, such as: Where You Learned English: Some people learned English in school, focusing on reading and grammar. Others learned by being around English speakers in places like family, friends, or work. How Well You Can Read and Write: Some might struggle with reading and writing in English because they're not good at reading or writing in their native language. How You Learned English: Learning by listening in places where English is spoken can make someone good at speaking but not as good at reading. At Workplace Talent Solutions, our services include assessing reading comprehension and verbal skills. In a recent evaluation, we encountered an employee whose supervisor was frustrated. The employee was a great worker, but whenever the supervisor left written instructions for her, she failed to complete the tasks as directed. The supervisor didn’t understand the inconsistency and was, quite frankly, frustrated by the performance. After our assessment, it became clear that the employee’s speaking ability was better than her reading skills. We recommended alternative communication methods, such as audio recordings or verbal discussions for instructions. Additionally, we suggested typing the supervisor’s handwritten directions to improve comprehension. In another company, supervisors told us about an employee whose outstanding performance earned him a promotion to a supervisory role, but, much to the surprise of the supervisors, the employee was not able to write emails- a critical part of his new role. These stories show how important it is to know about communication skills. Understanding where your non-native English speaker employees are at with their skills will allow you to make informed decisions about employee roles and responsibilities. To close the gap, consider the following: Use Both Speaking and Writing: Give instructions in both ways so people can choose what's best for them. Say Instructions Out Loud: When you give written instructions, review them out loud. This helps everyone understand better. Know People's Backgrounds: Understand how non-native English speakers learned English. Did they learn it in school or by being around English speakers? Personalize Communication: Respect how non-native English speakers like to communicate. If someone is good at talking, use spoken instructions. If they prefer writing, make sure written instructions are clear. Use Technology Correctly: Use technology that fits different ways of communicating for non-native English speakers. For employees with better oral skills, use audio or translation apps. For employees with better print skills, use clear written instructions and pictures. Effective communication involves acknowledging and accommodating diverse oral and print skills. By adopting a personalized approach and implementing strategies that cater to both types of communication, you can create a successful workplace with a thriving workforce!
Did you know that frequently using translation to communicate with employees could be working against the growth and success of your company? If you ever studied a second language, you may remember the feeling you had when someone was speaking to you in that second language you were trying to learn. Your brain panics for a moment and you think, “I don’t understand any of this!” If you were given the chance to use an interpreter or translator on your phone, you would reach for it immediately. However if that wasn’t available, you would listen again, and most likely, surprise yourself with how much you actually did understand. How does this play out in the workplace? In many companies, when an employee is trying to communicate with another employee who doesn’t speak English well, they will either pull out Google Translate or ask another bilingual employee to interpret for them. However, this heavy use of translation is actually hurting companies. The Power of English Proficiency In today's diverse workforce, effective communication is the backbone of success. When a diverse workforce can communicate well with each other, ideas flourish, projects thrive, and innovation soars. When employees share a common language—English—their ideas can flow freely, resulting in more effective discussions, enhanced problem-solving, and expedited decision-making. When employees can comprehend and respond in English, projects move forward more swiftly, timelines are met, and teams collaborate more smoothly, achieving better outcomes in less time. That’s what every leader wants! When employees have limited English proficiency, of course these benefits are not being realized. So many companies turn to translation and interpretation to bridge the gap. However, for the growth of a company, it’s crucial that all employees are working towards an environment where everyone understands English, an environment where collaboration, efficiency, and growth can thrive. Challenges of Constant Translation How does translation and interpretation work against growth? First, an employee who doesn’t speak English will learn to rely on the translation for understanding. When our brains are offered a translation, we lose the motivation to try to understand the information in the new language. While most employees who don’t speak English are highly motivated to learn English, it’s only natural for them to check out if a translation is available. Similarly, if a supervisor has translation available, they are less likely to work on their communication skills. There are many tools that supervisors can use to improve communication in English and build employees’ language skills as well. However, often when translation is heavily used, supervisors are not learning or utilizing these tools. The growth of all employees will stagnate. Instead, with the right tools and training, each interaction can be a step towards an environment where all employees are able to communicate in the same language. It takes time, but with the right company culture, expectations, and training in place, your company can be moving towards that every day. The Path to Empowerment: Strategies for English Skill Development Here are some things you can do to improve communication and work towards an environment where employee engagement can flourish. 1. Language Learning Initiatives Organizations can offer language learning programs and resources to non-English speaking employees. These initiatives demonstrate a commitment to their growth, improve their overall language skills, and foster a sense of inclusion. It’s also an excellent way to build retention among non-English-speaking employees. 2. Training for Supervisors Provide training for supervisors on how to effectively communicate across languages. By using clear, simple language along with hand motions and gestures, a supervisor can significantly increase understanding, even if they are speaking in English. Also, judicious use of translation can aid in communication while still encouraging the development of English language skills. These are communication tools that can be taught to supervisors. 3. On-the-Job Learning Incorporate English into everyday workplace activities, encouraging employees to use the language naturally. Assign them tasks that require English communication and provide feedback to help them grow. Again, training supervisors on how to facilitate this type of learning environment is key. The importance of building non-English speaking employees' English skills cannot be overstated. By investing in language proficiency, organizations can foster an environment where effective communication, collaboration, and growth are the norm. While translation services have their place, relying solely on them introduces challenges that can hinder progress and inclusivity. Empowering non-English speakers with strong English skills not only benefits the individual employees but also contributes to the organization's success as a whole, allowing for smoother operations, better teamwork, and broader horizons. Contact us today to learn more about our Workplace English classes and Supervisor training, all focused on supporting companies who employ individuals from diverse language backgrounds. Diversity is an asset; use it well!
What is a career path? A career path is a plan for how an employee can move forward in their career at your company. Starting in an entry-level position, where could an employee move within the company? What skills and training are needed for other positions? How much time does it typically take to reach the next level? Developing career paths for employees means they have a plan for the next few months and years within your company. They know what positions they can work toward, and you have offered or will offer the training they need to get there. Having career paths will improve employee engagement and retention. Employees want to work towards something, especially Gen Zers and Millennials. They want to know there is something more for them in the company beyond their current position. Defining what skills and training are needed for other positions will help employees envision a future in the company. The lack of opportunities is the #1 reason these generations leave their jobs. In order to create exciting career paths for employees, supervisors need to be aware of an employee’s goals. There should be regular discussions about the goals and interests of each employee. And supervisors should be able to help an employee align those goals and interests with the skills they see in the employee and the greater goals of the company. Discussions about career pathways should become a part of the culture of your company. Are there career paths in place for your employees? Do supervisors know how to talk about career paths with employees? If you don’t have career paths in place, here are four ways you can get started. These are simple steps to get the ball rolling. 1. Brainstorm typical career paths. Take out a paper and sketch out the typical pathways that an employee moves through your company. Are there any other less typical ways that someone has moved in the past? Add those to your chart. After you’ve sketched out the typical moves, brainstorm new creative ways. Remember, a move can be lateral as well. 2. Revisit your annual review format and questions. What questions do supervisors typically ask employees during an annual or quarterly review? Are there any questions about their interests or goals within the company? If so, what happens to the answers of those questions? Do supervisors report back or work on finding training that supports employee goals? You’ll want to make sure that supervisors are clear on employee goals and what to do with the information when they have it. 3. Create a list of training opportunities. Make a list of training that has been done for employees in the past. What other types of training could you offer employees to prepare them for a move within your company? Once you have a list, you can align the opportunities with employee goals. 4. Review your training budget. It’s one of the first things to cut, I know. But you’ll need to start viewing it as a retention tool. The money you invest in training and in building career paths should be reflected in lower recruiting and hiring costs. Investment in retention pays off in the long run! It’s important to make career paths a priority for your employees. Younger generations are motivated by growth and career opportunities. If your company has nowhere for them to go, they will likely move on. Start working on some plans. It doesn’t have to be perfect to get started.
Why Hiring Non-Native English Speakers Requires Multiple Strategies
Inclusion is a hot topic when it comes to company culture. However, I’ve seen many leaders approaching it as a checklist. Their goal is to check the box and say it’s done. But what does inclusion in the workplace really look like? WHAT: What is Inclusion? In the simplest sense, inclusion in the workplace is about ensuring that everyone feels valued and respected as an individual. Another word that is often used to describe the value that you communicate to your employees is “belonging.” "Diversity is having a seat at the table, inclusion is having a voice, and belonging is having that voice be heard." Because “inclusion” is such a hot topic, it can feel overwhelming to many people. However, if you value employees, it will show. Leaders who truly value their employees make decisions that demonstrate that value. Of course, we can always learn new strategies about how to make our workplace more inclusive, but we have to start with a caring heart. If you have a negative attitude towards any employees, you’ve got to start there. Recognize the value and worth that each employee brings to the table, and you’ll be on the path toward building an inclusive workplace. WHY: Why is inclusion important? Research has shown many benefits of a diverse and inclusive workplace: Higher revenue growth Greater readiness to innovate Increased ability to recruit a diverse talent pool 5.4 times higher employee retention Over and over again, the research proves that diverse teams are stronger teams. But, diversity isn’t enough. You can fill a room with diverse people, but never give them a voice to speak. That won’t add any strength to your teams. You have to bring diverse people to the table and then actually allow their voices to be heard. WHO: Who needs to be included? Minorities exist in many forms within the workplace: women, people of color, people with disabilities, pregnant and breastfeeding mothers, LGBTQ+, remote workers, interns, younger (or older) employees, those of particular religions, front-line workers, immigrants, refugees, and people who don’t speak English. Look at your workforce. Where do minorities show up? Are there employees you may be overlooking or who are often excluded from conversations for some reason (it can be as simple as their office is in the back so they often aren’t included in casual conversations.) You’ll need to identify which groups of minorities you might need to address in your workplace. And don’t forget to consider, are there people you could be hiring, but you aren’t for some reason? Can you change some practices to open up the door for them? Our work at Workplace Talent Solutions centers around people who don’t speak English well. This demographic of employees is often overlooked in conversations around inclusivity. However, they are a growing part of our community. More and more companies that are struggling to fill open positions are hiring individuals with limited English. It’s important to think about how to include them in the workplace. HOW: How do we build an inclusive workplace? The answer is complex. And it depends on who makes up your workforce. However, there are many ways that inclusivity can be built into your company culture. Here are three practical ideas to consider. Provide development opportunities: Does every employee have access to a career pathway within your company? Or are some employees able to move forward better than others? If language is a barrier to the training you typically offer, consider offering an ESL class to bridge the gap. Be aware of employees’ skills and work experience: Pay attention to your employees’ work backgrounds and do your best to utilize the skills they already have. A large number of immigrants and refugees have professional backgrounds, but many leaders assume they have low educational credentials. Take the time to get to know your employees and the value they bring to the table. Offer cultural and diversity training: Bring awareness to the value that diversity adds to your team. Build a company culture that is curious and interested in learning about each other. The training you offer should celebrate diversity; no one should leave the training feeling guilty or ashamed. Everyone should leave with curiosity and a new awareness of their own uniqueness. When it comes to diversity in the workplace, the bottom line is this: Value your employees; Be curious and show an interest in them. When you have this kind of attitude it will show. Even when you make a mistake or say something that could be offensive (which is bound to happen at some point), employees usually demonstrate grace when they know your heart and know you value them and see their worth.
In my conversations with employers who are considering offering on-site workplace ESL classes to their employees, there are some questions I am asked again and again. I’ve found that there are many misconceptions about ESL classes and about language learning in general. I’ve addressed three of the most common questions below: Q: I have employees from 7 different language backgrounds. Do I need a separate English class for all of them? A: No. When we teach English, all instruction is done in English. An ESL class can be made up of individuals who speak any language. We encourage participants to use English in class and our instructors speak to the class in English. At times, for individuals who speak very little English, we might use a translation app on our phones or ask another individual to explain something in their own language. Using only English in class is an immersion approach to language learning and research has proven it to be a very effective method. Adult language learners are able to improve their language skills more quickly if they are immersed in it during class. Instructors can use facial expressions, pictures, demonstrations, and repetition to get the point across. This method also works to build confidence in participants. When they realize that they can understand the point the teacher is making even if they don’t understand every word, they realize that the same methods they used to understand the teacher can be used to understand their supervisor. Q: Why do the classes last 10 weeks? A: Language learning is a skill that develops slowly, over time. It takes an average of 5-7 years for someone to become fluent in another language. There are many factors that affect the length of time, but it’s not something that can be done quickly. Other training programs are knowledge-based and rely on delivering information to participants. Language learning is different. Instructors teach very little information in an ESL class. They create opportunities for students to practice and use the language so they can improve it. In a typical ESL classroom, only 25% of the time will be spent on “teaching” information. The rest of the time will be spent practicing and utilizing what is learned. Q: Can I choose which employees participate in an ESL class? A: Yes and no. It’s important for you to take the time to consider your objective in offering ESL classes. Do you want to lower the number of safety incidents on the floor? Do you want to prepare employees for leadership roles? Your objective will determine which employees will be a good fit for training. Every individual has a different level of skills in English. It’s important for an ESL class to group individuals with a similar level. If employees are grouped with others who are at a different level, it could be counterproductive. For example, if there is an employee who speaks very little English with a group of employees who speak a fair amount already, that employee will feel discouraged and be less likely to try using English. Or if an employee speaks more than the rest of the class, he may feel that the class is not helpful for him and he won’t put the effort into it that he should. Plus, the instructor will have a harder time customizing instruction for employees at a wide range of levels as opposed to those on a similar level. In our programs, we always assess any employee who would be considered for the class. Then, we help employers choose employees based on their levels and on the goals of the company. It’s important to consider all the factors when starting a class. We encourage companies to make a long-term plan so they can include all employees but in a strategic, effective way. We want ESL training to be as effective as possible. Given our expertise in language learning, we work hard to guide companies to an effective strategy to develop their employees. I hope you feel a little more knowledgeable about ESL classes and language learning in general. Feel free to contact us with any other questions you have about offering ESL classes to employees. You can read more about our services here.
Do cultural differences matter in the workplace? Our workplaces are becoming increasingly diverse. The Bureau of Labor and Statistics reports that 17.4% of the workforce nationally is made up of foreign-born workers. In Pennsylvania, as well as New York and New Jersey, that number climbs to 21.4%. The only other states with higher numbers of foreign-born workers are the Pacific states (CA, OR, WA). And in the production, transportation, construction, or maintenance industries, the number of foreign-born workers is actually HIGHER than native-born workers. Most likely, you have seen an increase in diversity in your company in the last few years. This diversity is only expected to increase. And while diversity is valuable and creates a strong workforce, it can also cause a breakdown in communication if employees aren’t trained in how to relate to other cultures and other viewpoints. What is the cost of ignoring cultural differences? Many conflicts in the workplace are a result of cultural differences. Here are a few examples: A manager, who was born in the U.S., does not engage in small talk in the mornings or between projects. He’s ready to get to work. He gets a little annoyed at some of the Latino employees since the employees are often chatting with coworkers longer than he feels is necessary after arriving at work for the day. The manager feels the employees are trying to get out of work and are lazy. On the other hand, the employees feel that the manager doesn’t like them. They feel that the manager is not interested in them. And as a result, they don’t really trust him. This results in a poor relationship between the manager and employees, even though, it’s actually a cultural difference and their behaviors are being misunderstood by each other. Another example is eye contact. If an employee is being reprimanded or corrected, in typical U.S. workplace culture, eye contact would be expected and important. That would communicate that the employee is taking ownership of his/her mistake and has a good attitude about changing or correcting the mistake the next time. However, in many other cultures, given the same scenario, eye contact with a superior would be inappropriate. It would communicate defiance and an unwillingness to listen. So if an employee from another culture isn’t making eye contact, the supervisor might assume the employee is being disrespectful or doesn’t care about his mistake. And this interpretation of the scenario may lead the manager to respond even more harshly. However, the employee’s intention was to be respectful. This cultural difference will result in a complete misunderstanding of intentions and, again, results in a poor relationship between the manager and employee. Cultural misunderstanding affects workplace communication. Supervisors and employees make assumptions based on their own cultural perspectives and it affects the way they respond to situations or each other. Not understanding cultural differences can lead to misunderstandings and miscommunication. It can lead to poor company morale, high turnover, and higher error rates. If you have a diverse workforce, your teams need to be investing time into learning about and from each other. When people understand each other’s perspectives, communication becomes more effective and relationships improve. At Workplace Talent Solutions, we offer Cultural Diversity training for the workplace. We talk about common misunderstandings in the workplace. We help management teams understand how they may be misinterpreting others’ actions and how others may misinterpret theirs. We want to build understanding and awareness of cultural differences. Diversity in the workplace is valuable and creates strong, creative work environments. If a company does the hard work of building cultural understanding into their company culture, it will give them an advantage in the marketplace. It’s worth the investment.
The labor market has continued to be a challenge for many companies. We hear from many companies who want to hire employees who don’t speak English well. Many have previously held a requirement that candidates must speak and understand English, but in light of labor shortages, they are reconsidering those qualifications. If you are one of those companies, it’s important to take a little time to prepare. Here are six adjustments you can make to better accommodate candidates who don’t speak English well. 1. Utilize assessments Hiring assessments have several benefits. First, hiring assessments can tell you where someone is starting from. It gives you a better framework for initial training. Just because someone doesn’t “pass” doesn’t mean they aren’t a good fit. If they have the character traits you’re looking for, you can always train them in the skills they’re lacking. Secondly, you might be able to drop a requirement, such as a high school diploma, and replace it with an assessment. You'll get a better look at what someone actually knows. Additionally, you will also have a chance to think through what types of skills are actually required for the job you are hiring for. You may be requiring more than you need. 2. Slow down orientation What is your new hire orientation like? When you are hiring individuals who have limited basic skills or who don't understand English well, packing in long full days of orientation will be ineffective. They will be more likely to miss a lot of important information. Slow the process down and incorporate a tour, other introductions, or a chance for them to try out some of the more straightforward work. Also, consider the level of language that is used during the orientation. Is the inform a broker or software rep if there are options to translate information into other languages. This is a relatively easy way to make sure the information is more accessible to employees. 3. Talk to your benefits broker to see if they can have information translated Many benefits brokers offer apps for employees to track or utilize their benefits. Or if you utilize a payroll software, such as Paylocity or Paycom, you probably have an app for employees to see their pay stubs, vacation days, or other benefits information. Ask your broker or software rep if there are options to translate information into other languages. This is a relatively easy way to make sure the information is more accessible to employees. 4. Use an app that can translate information In addition to your broker or payroll software, some companies have created their own apps to communicate with employees and their families. You can use platforms such as Mangoapps to create your company’s own app to disseminate information to your employees. Added bonus, many apps can translate information into other languages. 5. Partner with a translator/interpreter Even if you translate your apps, signage, etc., you will most likely still have situations in which you should be utilizing an interpreter. Find a local interpreter who you can hire when the need arises. For example, if an employee has a complaint or disagreement with another employee, you shouldn’t be using a coworker to interpret their conversation for HR. Or if there is a discipline issue, you should have a trusted interpreter to ensure the information is clearly understood. 6. Offer ESL classes And of course, ESL classes offer many benefits when it comes to your non-native English-speaking employees. First, it ensures that your employees’ language skills will continue to develop and the challenges are declining. It also builds retention since employees gravitate towards companies that are willing to invest in their language development. Not to mention the financial benefits of fewer safety incidents, increased productivity, and better communication. It can feel overwhelming to hire employees who don’t speak English well. But making some adjustments to your processes and procedures can make a significant difference. It’s worth the time and effort you put into it! If this is something you’re considering, don’t hesitate to contact us . We can help you evaluate your current system and find ways to make accommodations for employees who don’t speak English well. You’ll be on your way to a dedicated and skilled workforce in no time!
When was the last time you thought about who in your workforce had the potential to advance their career within your company? In most instances, a non-native English speaker employee would not be at the top of that list. In recent years, American employers have been working diligently to appreciate the value of diversity, equity, and inclusion in the workplace. Yet non-native English speakers are rarely explicitly included in DEI initiatives. Limiting their potential, impacts personal and business growth. Our country has many people whose skills, talents, and experiences are blocked due to language barriers. Non-native English speakers of all skill levels are all too often overlooked or undervalued, which limits their potential for growth and the growth potential of the companies that miss out on hiring and promoting them. "Highly skilled immigrants … often encounter a labyrinth of obstacles when they try to find jobs in the U.S., frustrating not only their ambitions but also their earning potential as they settle for lower-skill positions." – Chicago Tribune Here is a list of common challenges faced by non-native English speakers in the workplace: Language barriers: Difficulty communicating what they mean or understanding the meaning of what others are saying. Cultural differences: Language differences come with cultural differences too, as individuals and families move outside their country or region of origin. Business protocols, interpersonal interaction styles, food preferences, fashions, and senses of humor vary widely around the globe. Not being taken seriously: Being identified as a foreigner often means being taken less seriously than native colleagues in a professional environment. Limited career mobility: Too often, non-native speakers experience limited mobility at work. Management roles, for example, heavily rely on communication. Language barriers can get in the way of career advancement. Being treated differently, less than: Non-native English speakers frequently report being overlooked or having their expertise minimized by colleagues and managers. Learning and Development Can Change the Story Hiring and supporting non-native English speakers is a business decision and requires an integrated plan for learning and development. Offering Workplace ESL classes and programs as part of an organization's learning and development strategy can result in benefits such as: Greater diversity of ideas, skills, and talents Access to an expanded talent pool from which to fill open positions Improved employee retention Providing opportunities for your workforce to up-skill continually, is essential to employee motivation and job satisfaction. Motivated and talented employees do their jobs better, leading to greater profitability and growth. Consider including a workplace ESL program as part of your learning and development strategy. Here are a few essential elements that you should include: Proper initial assessment of all learners: each student's baseline English competency, their learning history, learning style and preferences, the time they have to commit, and their motivation level. Regular formative assessments and ongoing lesson adjustments. Classes should be engaging, academically sound, and combined with other aspects such as self-learning. These may be one-on-one, small groups, or more extensive workshops—whatever's best for your workforce. Employees enjoy and will progress more quickly when lessons speak to their exact job responsibilities. They aren't just learning generic business English—as beneficial as that may be—they are learning to do their jobs better in real ways that benefit them and your company. What makes excellent in-company ESL programs? ESL programs should deliver lessons written explicitly with your company's goals driving it. But just having an in-house, native English-speaking ESL teacher provide lessons when staff has some spare time isn't necessarily going to bring the benefit you should expect with a good internal English program. As with any learning and development strategy, classes or training should be aligned with long-term business goals and managers should be actively involved in championing the language skill development of their employees. For more information and insight on developing an in-house ESL program, check out our blog Developing a Workplace Literacy Program . The bottom line is that learning and development can unlock the career potential for many non-native English-speaking employees. Workplace Talent Solutions is here to partner with you to assist and help you design a learning and development strategy specifically for non-native English speakers that will increase the growth potential of your workforce and your business. Contact us today to set up a free consultation to explore how you can address the learning and development needs of your non-native English-speaking workforce to unlock their career potential and keep your business growing.
GET IN TOUCH
484.228.1945
contact@workplacetalentsolutions.com
Reading, PA
Workplace Talent Solutions helps companies stabilize their workforce and impact their communities by successfully hiring and employing immigrants, refugees, and those who don’t speak English well. They provide businesses with high-quality Workplace English classes. They provide Cultural Diversity training for leaders and supervisors. They will customize their material to fit the needs of employers. They offer HR Consulting services for companies and organizations that hire individuals who don't speak English well. They will evaluate hiring, onboarding, and training practices and make recommendations on ways to better accommodate employees who don't speak English.