Prioritizing foreign languages in the L&D of your organization can have many benefits

Additional languages in recruitment are considered an indication of an independent learner with an international outlook.

This wisdom is often ignored when it comes time to develop professionally. Research shows that language learning correlates with mental acuity and focus as well as life satisfaction. Yet HR leaders continue to allocate resources for perceived “quick fixes” like coding bootcamps or pop psychology classes.

It could be that language learning is viewed as a time-consuming process and only the most motivated people will stick with it, while its benefits take a long time to manifest. Some companies are willing to help employees pursue this field of study but do very little to promote it.

The company may be losing out on a huge competitive advantage.

Four reasons to put foreign language learning at the center of your L&D programs.

1. Career paths should be enhanced, not disrupted

In many L&D conversations, the elephant in room is that sometimes acquiring new skill sets goes along with a change in role.

Companies should facilitate lateral movements when their employees feel motivated. Professionals should never feel stuck in their roles. However, this shouldn’t be the main purpose of development. A healthy and sustainable culture is one where linear progression is normal.

Employers who push for certain types of training can make employees feel as though the value of their skills is decreasing. This could even lead to employees feeling a need for change, who would otherwise be satisfied. A great L&D programme should focus on soft skills rather than hard skills, and be less focused.

Workshops that purport to teach soft skills are often built on pseudoscientific or transient ideas. The knowledge imparted by hyper-focused hard skill courses might be obsolete in just a few short years.

2. The knowledge that you have gained will not become obsolete

When foreign languages are not used, they deteriorate. However, they can be useful for a lifetime, regardless of whether you maintain them or not.

When it comes to maximizing employee advantage, timeless skills are unparalleled. The impact of math, science and languages on a person’s life is greater than training that is hyper-specialized. In contrast, internal mentorship is more likely to help employees in the short-term improve their performance.

Professional development can be a valuable investment, but if it is merely a perk for employees, then the goal of the program may not have been achieved.

This phenomenon does not apply to languages: a professional may go for years without using a second-language in their job, but they might occasionally think in that language when solving a problem. It creates a connection between both activities, and makes language learning more than just a pastime.

3. Impact innovation in a quantifiable way

Some of the best professional traits are considered uncoachable. At the time of recruitment, companies can select candidates for their integrity, creativity and determination, but it is difficult to measure and develop these qualities.

The secret of making an impact is to learn a language. When a learner reaches a certain point and wants to continue, they gravitate towards edifying activity. They may watch foreign language movies at home instead of Netflix. They may be able to connect with people of different cultures in their social life. When they travel abroad, the experience will likely be more rich and immersive.

It makes a person more open to new ideas, more willing to challenge their assumptions and more creative.

Even the impact of language learning on performance can be measured. The language learning group, which is incentivized by the company to enroll in courses to gain additional qualifications and eventually become fluent in the new languages, can then be compared with the entire organization on the achievement of OKRs. The program can be justified if there is a significant difference.

4. Harmonize L&D goals with employee wellbeing goals

It’s not just that learning languages makes you smarter, but it also makes you happier.

As with non-coachable skills and well-being, HR departments find it difficult to quantify. The strategies of today are reactive. They make resources readily available and respond empathically when employees express emotional distress.

What if a program could improve employee self-reported well-being, as reported by the employees themselves? Many services offer this service in an easy-to-use format, often under the guise of mindfulness training. However, the effectiveness of these programs is not proven.

A subtler approach is to learn a language. The conscious intention is to make the individual feel more relaxed as a direct result of practicing. The downstream effects of well-being are more important than the stated goal.

Why? The same reasons apply to performances. Professionals who catch the bug of learning a language are not only gaining a new skill but also immersing themselves into a different culture. This is a great way to integrate positive lifestyle habits and make changes in your daily life.

This change occurs without the employee having to surrender control of his or her emotional state. It is important to make this distinction. The individual will feel grateful without losing their personal autonomy if the learning of a new language changes the person’s life.

Make it Happen

It is important to avoid the easiest path.

Learning a new language takes time. Adults who start the learning process often abandon it within a couple of weeks, or fall into a pattern where they use gamified applications and make little progress.

HR departments need to push hard in order to unlock these advantages. Employees who achieve certification in foreign languages could be rewarded with a vacation paid for by the company to an area where that language is spoken. You could give them continuous recognition and make it known that your company views language acquisition as a sign of leadership.

It is a wise investment to invest in the additional resources and effort required to implement such an initiative. Employees who achieve high levels of proficiency in the language they choose will experience a profoundly positive and meaningful experience that will be forever associated with company support.

Even those with a very basic understanding will reap the benefits. These benefits can be seen over time in improved productivity, decreased churn and an environment where cross-cultural communication is the norm.