“The Right Time” for ESL
When is the right time to offer English training?
The simple answer to “the right time” to offer English language training is: any time. Or, the sooner, the better.
Entrada’s language program integrates seamlessly into the workday, so it’s easy for employers to implement throughout the year. However, our experience working with companies like Vail Resorts and Rent the Runway has taught us there are a few factors to consider.
Consider whether and/or how your employees’ schedules change throughout the year and if there are better times to focus on professional development.
Entrada’s Level 1 English for Spanish Speakers runs for 100 consecutive days, approximately four months, from start to finish.
The right time
During your slow(er) seasons: Complement other employee trainings that take place outside peak season
When employee churn is high: Solve the problem and retain more staff by investing in their personal and professional development
We know — this feels counter intuititive. What if you make an investment and your team doesn’t stay?
Consider the flip — why would they stay if you’re unwilling to invest in their longterm impact to the company?
Post employee engagement survey: Show that you listen to employee feedback and follow up with action.
Pre hotel, restaurant, or business grand opening: Set the standard for internal communications and customer service prior to opening. Gain affinity from your staff in the process.
Post new hire training: Create an easy path to start staff in a welcoming culture. Better yet, enlist graduates to assist new hires in order to make people feel at home from the first day.
When preparing employees for new opportunities: Upskill top performing employees with critical communication skills to prepare them for promotions
Not quite
Busy peak seasons: Prep and set staff up for success by starting the program before peak season or holidays to be sure employees perform at their best for your most important events. Nobody (including you!) wants to launch something in the midst of your biggest rush. Give the program room to breathe and you will find success increase.
Not ideal for employees
Only after hours: Consider training during work hours because not everyone can attend after hours with additional jobs, family obligations, and possibly odd hours. And it’s a hassle for you as well, as shift scheduling becomes complex when trying to squeeze in extra hours to the work day.
During employee breaks: Keep breaks as is because they keep employees refreshed and rejuvenated throughout the day.
Other questions to consider
Development: What is my internal pipeline for talent development?
Retention: What is the current retention of limited-English speakers at my organization? How much time and resources are we spending trying to fill these roles?
Integration: What are my employees’ routines in and out of work?
Expectations: What expectations do I have for a workplace English program?
Number: How many employees could use the training?
“Going big” and investing in a large group sends a clear message to your workforce that you believe in and respect their needs.
Impact: How can I track and measure program impact?
The right time to reach out
is now! ;)
Learn more today and discover when Entrada will best benefit your team and your operations alike.
¡Hasta pronto!
