Reasons Not to Join a Language Program

Time for some honesty.

Corporate language learning programs tend to be a waste of time and resources because they often lack the necessary structure and focus to ensure that employees are making meaningful progress.

• Many programs lack feedback loops and lack the ability to track employees’ progress, which can lead to employees feeling discouraged and demotivated to continue learning.
• Additionally, many programs are not tailored to the individual needs of the employees, meaning that employees may not get the most out of the program.
• Finally, corporate language learning programs often require a large investment of money, which may not be necessary for the organisation's overall goals.

Obligatory, paid for, in-company language courses for employees can be a bad idea in terms of motivation and learning outcomes.

In-company language courses can be a bad idea for both motivation and learning outcomes for several reasons:

• First, if the courses are mandatory and paid for, employees may have a negative attitude towards them and may feel resentful that they are being “forced” to learn a language.
  • This can lead to a lack of engagement and enthusiasm, which can have a detrimental effect on learning outcomes.
• Second, the courses may not be tailored to the needs and interests of each individual employee.
  • If the courses are generic and not tailored to each person’s existing language level, learning style, and interests, then employees may not be motivated to learn and may not benefit from the course.
• Third, if the course provider, teachers or trainers are not supported nor  knowledgeable or experienced enough, the course may be ineffective and may not provide the best learning environment.
  • This can lead to a lack of motivation and a poor learning outcomes.

Most schools, academies and agencies will not let learners meet the teachers before the start of the course.

• Meeting the teacher or trainer ahead of starting a language learning program or course will allow potential learners to evaluate the teacher or trainer's qualifications.
  • The potential learner can also inquire about the course content and the expected outcomes, as well as ask questions about how the program or course is structured and how it will be delivered.
• Meeting the teacher or trainer can also provide an opportunity to discuss any specific language learning needs or goals that the learner may have.
• Ultimately, meeting the teacher or trainer ahead of starting a language learning program or course provides an opportunity for the potential learner to determine if the program or course is a good fit for their language learning needs.

Using the same training providers

Lack of creativity

• Using the same training providers year after year can lead to a lack of creativity and innovation in the training  programs.
  • Without new ideas, the content of the training may become stale and repetitive.

Limited options

• Depending on the size and scope of the training provider, the company may be limited in terms of the programs and courses offered.
  • This could create a lack of variety and prevent the company from finding the best training solutions for their employees.

Increased costs

• Establishing long-term relationships with training providers can be beneficial in terms of short-term cost savings.
  • However, over time, costs may increase as the company's training needs change and the provider has to adapt to nee requests.

Outdated technology adjust the cost of their services

• Training providers may not always keep pace with the latest technology and may rely on outdated or inefficient methods to deliver the training.
  • This could lead to a sub-par training experience.

Adult learners should voluntarily apply for the Programs

Asking adult language learners in a corporate environment to voluntarily apply for courses helps to ensure that they are motivated and committed to their learning experience.

• An agreement on their effort and input helps to ensure that they are held accountable for their progress and that their performance is evaluated objectively.
• It also provides a way to monitor their progress and to provide feedback and guidance if needed.
• Furthermore, it sets expectations for the language learners and helps to ensure that the company gets the most out of the language learning program.

In summary

HR should assess their training providers and relationships at least every two years.

• This is important because training providers and relationships may change over time, and HR should ensure that the provider and relationship they have is still the best one for the organisation.
• Additionally, assessing training providers and relationships regularly will help to ensure that the organisation is taking advantage of the most up-to-date training methods and resources available.