The Contented Cow Blog

Building Workplaces That Work

I recently responded to a question from a reader of Workforce Management Magazine Online regarding his/her company’s requirement that managers be bilingual (English-Spanish) in order to work more effectively with Spanish speaking employees. The reader’s concern had to do with some pushback they were getting from management candidates over the inherent unfairness (Spanish employees aren’t required to learn English), and the attendant concern that the company might soon be losing good managerial candidates.

This is a significant issue in today’s workforce, so my response to the Workforce Management reader is posted here as well.

“I wish there were an easy (or popular) answer to your question. There isn’t.

Hiring workers who cannot communicate with their co-workers or managers in the recognized language places a considerable burden on everyone in the workplace. Let’s also acknowledge that some understandably resent the fact that they must learn a new language to get along or get ahead at a job in their own country. That said, we’re presuming that your management contemplated (and accepted) the consequences of that practice before venturing down this road.

Assuming that your employees work in an integrated environment where regular communication is required, not having the ability to communicate effectively (and efficiently) with one another is unacceptable. So what to do?

1. If managers must be English-Spanish bilingual, make sure that standard applies to everyone in management, with senior management setting the example.
2. Get ahead of the power curve in reaching out to high-potential non-managers whom someday you would like to see in a management position. Make sure they know you think they’ve got a future with the organization, and encourage them to begin taking steps to prepare, including learning Spanish (or English) if need be.
3. Don’t waffle on the job requirement, and don’t apologize for it. Yes, it’s unfair, but so are many other things in a manager’s life.
4. Maintain a policy stance that English is the language of choice in the workplace. If you aren’t speaking it, you need to be learning how.
5. On the premise that your problem is not really solved simply by requiring managers to be bilingual, we would:
   1. Encourage English-speaking non-managers to become bilingual as well. Pay for it, “incentivize” them to do it—and find a way to have some fun with it.
   2. Require all employees to become conversant in English. Make it known in the employment process that this is a job requirement, and don’t hire those who balk or don’t have the capacity to learn. Here again, pay for it, incentivize them and have some fun with it, but do it. ESL classes can be incorporated into the workplace for a relatively small investment. If you’ve hired the right people, they will appreciate the opportunity to learn.

¡Buena suerte!

For more information on how to bring ESL training into your workplace, contact workplace ESL Solutions of Henderson, NV.

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