Introduction
In today's globalized business environment, companies depend on a diverse workforce that spans multiple languages and cultures. While this diversity offers a lot of advantages, it can also present challenges, especially related to language barriers. Learning and development leaders must be vigilant in identifying, assessing, and addressing these language issues to ensure smooth communication, productivity, and employee satisfaction. We’ve put together a comprehensive (but not exhaustive) guide to help you navigate these challenges effectively.
Signs There Might Be a Language Barrier in Your Company
It’s not always immediately obvious that there is a language issue. It may present itself as a lack of productivity, low sales numbers, or employees not speaking up during meetings. But recognizing the signs of language issues within your organization is the first step toward addressing them. Here are some of the key indicators that your company might be experiencing language barriers.
1. Frequent Miscommunications
Your teams often experience misunderstandings or misinterpretations during meetings or in written communications. Important information gets lost in translation, leading to errors and delays, causing internal conflicts to arise. You might notice that certain employees ask others for clarification quite often because of communication gaps.
2. Low Engagement from Non-Native Speakers
Employees who are non-native speakers of the primary business language seem disengaged or reluctant to participate in discussions. These employees may avoid speaking up in meetings or contributing to collaborative projects because they can’t communicate effectively outside of their native language.
3. Productivity Drops
Projects involving a mixed team of native and non-native speakers take longer to complete due to repeated clarifications and corrections. There's a noticeable decrease in efficiency when tasks require extensive verbal or written communication.
4. Negative Employee Feedback
Anonymous surveys or direct feedback reveal frustration or confusion regarding barriers to communication. Complaints about difficulty understanding instructions or the need for additional explanations are common.
5. High Turnover Rates Among Expat Employees
Expatriates and non-native speakers leave the company more frequently than their native-speaking counterparts. Exit interviews indicate that language-related challenges are a significant factor in their decision to leave.
How to Assess a Language Barrier
Once you’ve identified that your company does in fact have a language barrier, and the types of language barriers that exist, you’ll want to assess the situation. How many people are affected? What are the most common complaints from colleagues? Once you understand what the issues are and where they’re most prevalent, you can begin to address them. Here are some of the ways you can take stock of your company’s language barrier.
1. Conduct Surveys and Interviews
Distribute anonymous surveys to gather honest feedback about communication challenges. You can also conduct one-on-one interviews to delve deeper into specific issues.
2. Analyze Communication Patterns
Review meeting notes, emails, and other forms of communication to identify patterns of miscommunication or language-related errors (but not in a Big Brother way – make sure there is transparency and consent). Sit in on meetings and team interactions to monitor for signs of confusion or frequent requests for clarification.
3. Engage with Employee Resource Groups (ERGs)
Work with ERGs focused on cultural diversity to gain insights into the specific language barriers their members face. Leverage these groups to facilitate open discussions about communication challenges and potential solutions. Don’t have an ERG? Start one!
4. Utilize Language Proficiency Assessments
Implement standardized language proficiency assessments for employees to gauge their comfort and competence in the primary business language. Use the results to identify employees who might benefit from additional language support.
5. Talk to Expats and Non-Native Speakers
Schedule meetings with the expats and non-native speakers within your company. Allow them to talk about how they dealt or are dealing with language barriers and how they made the transition to a new language, environment, and culture. Inquire about specific instances where language barriers have impacted their work and ask for suggestions of tools or resources that would be beneficial for them and the company as a whole.
Actionable Ways to Fix a Language Issue
Once you’ve identified and assessed the language issue in your organization, the real challenge becomes how to address it. It’s important to ensure that each person on your team can understand and be understood not only during business hours but also in their day-to-day lives. Here are some ways you can help.
1. Offer Language Training Programs
This one might seem obvious, but a great option is to provide language classes (virtual or in-person) tailored to the needs of your employees. Focus on business communication and industry-specific terminology. Encourage native speakers to learn basic phrases in the languages of their colleagues to foster mutual understanding and respect.
2. Implement Clear Communication Practices
Establish guidelines for clear and concise communication. Encourage the use of plain language and avoid slang or idiomatic expressions. Use visual aids, such as diagrams and flowcharts, to supplement verbal and written instructions.
3. Leverage Resources
Utilize translation and interpretation tools for meetings, documents, and emails. Tools like real-time translation apps can bridge immediate gaps. Have documents professionally translated to ensure no miscommunication and hire an interpreter for meetings to allow non-native speakers to follow along seamlessly. Implement collaborative platforms that support multilingual communication, such as shared documents with translation features.
4. Create a Supportive Environment
Foster a company culture that supports psychological safety. Encourage open communication and provide safe spaces for employees to express concerns, ask for help, and make mistakes. Establish mentorship programs where native speakers pair with non-native speakers to provide language support and cultural guidance.
5. Establish a Feedback Loop
Continuously seek feedback from employees on the effectiveness of implemented measures. Use surveys, focus groups, and regular check-ins to monitor progress. Be flexible and willing to adapt your strategies based on feedback and evolving needs. You might discover that two months after starting a language training program, your company also needs cultural training.
Create a Positive Environment with Language Training
By proactively identifying and addressing language issues, you can create a more inclusive, productive, and harmonious workplace. These efforts will not only enhance communication but also demonstrate a commitment to supporting all employees, regardless of their background.
If anything mentioned above resonates with your organization, Global LT can help. Our teachers are the best at what they do and can tailor language programs to meet the specific needs and goals of your organization. If you want more information, just let us know.
This blog post was written by Megan Tully, Marketing Manager.
