For an employee, being relocated by his or her employer can be an unnerving process. Yet millions of people move every year at management's request, some of them moving globally to a place where the primary language spoken is different. Your employees will likely face language barriers, cultural barriers, perhaps even discrimination depending on where they are moving to and from. An global move must be managed very carefully, paying close attention to the needs of the person(s) being moved; language training is one very important part of the relocation process.
Why Language Training?
It is not difficult to imagine what it would be like to be dropped into a country where you don’t speak the language. There is nothing worse than being lost in every sense in a foreign place. At the very least, one should have some idea of the language well in advance of leaving. Learning to speak a new language is a challenge at best for 99.9% of adults but there are accelerated learning programs available if one’s employer is willing to invest in courses for employees being moved.
Who benefits from language training? All parties involved benefit in one way or another. For the employee being moved, language training more fully prepares them for living and working in another country. The better they communicate with their new co-workers, the quicker they will be able to resume work and get back to full productivity. Struggling with the language can be costly in man hours spent correcting issues created by poor communication. Employees feel less stressed with fewer cultural and lingual barriers, and employers benefit from increased productivity as a result. There will be fewer complaints if all parties are speaking and understanding local language and culture, lessening the negative effects of an international relocation.
The Bottom Line
Every dollar invested in language training for employees who are relocating to another part of the world is a dollar well spent. The return on investment in cases such as these is profound. Not only does the employer retain an employee, they relocate a well-prepared employee who will be ready to hit the ground running once the relocation is complete. The employee is happy, his/her new co-workers are happy that their new peer speaks their language. Communication errors are less of a risk and productivity can resume without too much culture shock when the employee is prepared for it ahead of time. Language training: it’s a win-win proposition.