3 Good Reasons To Translate Your Global HR And Employee Development Content
Why Translate Global HR and Employee Development Content
A company’s most valuable asset is its employees. Companies who recognise this, invest in informing, training and developing them.
Informed employees feel included. Employees in training and development programmes feel valued. Both lead to increases in satisfaction, engagement and employee retention.
Of course it’s not so simple. Creating impactful internal communications and engaging training programmes is a significant HR challenge. And for international businesses, it’s a challenge further complicated by language. Because, regardless of where HQ is located, maximum ROI from employee-focused investment can only be achieved when employees fully understand those messages – and the training modules.
Most employees want to understand their company’s objectives. They want to be effective at their jobs and they want to learn, develop and progress. They also want to receive corporate communications and training in their own language.
A 2016 survey of international employees found that while 81 percent studied languages earlier in life, only 46 percent effectively used their learnings in the workplace.* The reality is people learn, understand and retain information best if it is given to them in their native language.
Even words we might assume translate with relative ease in the modern business world can catch us out. Communication ‘thought leader’ David Grossman recently pointed out that while in Germany discussing guidelines for a series of focus groups, he discovered that neither ‘guidelines’ nor ‘focus groups’ are words that exist in German; at least not in the way English speakers perceive them.
3 reasons to Translate Your HR and employee development content
1. Reduce the Cost of Miscommunication:
The Society for Human Resource Management suggests that ‘poor communication’ within organisations costs significant amounts of money.
In organisations employing 100,000+ the average cost of poor-communication is $62.4m per year (around £47.6m). And, while we might expect big business to sometimes get its ‘wires crossed’, smaller businesses are not immune. In companies of 100 employees, miscommunication takes an average $420,000 (£320,000) off the bottom-line each year.
2. Increase Employee Satisfaction, Engagement and Retention:
Global HR research and certification company Top Employers Institute suggests that international organisations with over 5,000 employees, who operate high-value employee training programmes, enjoy a staff turnover rate approximately 15% lower than competitors of a similar size. This can equate to recruitment cost savings of £7m per year.
3. Avoid Cultural Misunderstanding:
Global HR policies and employee development programmes have a legal basis both in the headquarter county of the organisation and in local business centres. Add language differences to the mix, and the potential for embarrassing or costly misunderstandings increases.
Professional HR translation ensures that employees around the world are informed of their duties, opportunities and benefits in a format adhering to local laws and regulations an in a style attuned to cultural differences.
Next Step: Professional HR Translation SErvices
A company’s most valuable asset is its employees. Companies who recognise this invest in informing, training and developing them. To maximise the ROI of that investment they also ensure that their content is professionally translated, localised and fully understood.
At The Language Factory we provide a wide range of HR translation solutions to help companies engage, inform, train and develop their employees, across the world. Please contact us to discuss your translation needs.