Comparing Two Supervisors: Language Barriers and Workplace Culture Picture this: At ABC Company, a portion of their workforce speaks Spanish as their first language, and has limited ability to speak or understand English. In a tour of their facility, you come across two different supervisors who are handling the language barrier in two different ways. Which of these two supervisors do you think positively impacted their company’s workplace culture, and which do you think had a negative impact? Supervisor A: Half of the employees this supervisor oversees only speak English, while the other half speak only Spanish. To keep things running efficiently, this supervisor split the group and has one production line for each language group. With this setup, the two groups of employees rarely interact with each other and can just talk to themselves in their own language. Supervisor A has limited Spanish-speaking abilities, so when he needs to communicate instructions to the Spanish-speaking employees, he asks a bilingual colleague to come and share the instructions with the employees. Overall, the employees seem guarded and uncertain. The ESL employees seem hesitant to approach their supervisor, and little talking or collaboration is happening in the room. Supervisor B: Supervisor B also oversees employees who speak English primarily and others who speak Spanish. Instead of separating them into production lines that speak the same language, this supervisor decided to keep all employees mixed together. They invested some time in teaching everyone some hand signals to communicate across the language barrier. Even though they speak different languages, as supervisor B looks around the room, they see employees interacting with each other through their hand signals, and teaching each other basic words in the other language. Some English-speaking employees are learning Spanish words, and some Spanish-speaking employees are practicing English words. There is a sense of camaraderie and fun, and employees seem at ease when working with others from a different culture. Based on these descriptions, which room might have higher employee engagement and retention? Which supervisor is positively impacting ABC’s company culture? Which team is poised for employee growth and improvement? How Over-Reliance on Translation Can Undermine Company Culture The Limits of Translation Apps and Services When translation is the main tool in bridging language barriers, supervisors, employees, and company culture can become dependent on it. Learning to communicate across a language barrier is a learned skill, and requires the ability to gather meaning from what someone is saying based on their body language, hand motions, and other nonverbal signals. As employees practice this, both native English speakers and non-native English speakers improve their communication skills, and become better at interacting and communicating with those from other cultures. However, if translation through an app or a person is what is relied upon for communication, native English speakers and non-native English speakers don’t have the opportunity to improve at communicating with each other and those from different cultures. Barriers to Employee Advancement and Organizational Growth  Relying on and overusing translation limits the growth of a company. People who don’t speak English are not able to advance in the company because of the language barrier. Even if they bring valuable skills from their education, training, or past job experience from their home country, they can’t move into other roles or leadership positions because of the inability to communicate with higher-ups, who likely only speak English. If a company does not figure out a way to bridge that language barrier, it runs the risk of limiting itself to a certain way of operating. Strategies to Foster Communication Across Language Barriers There are many ways a company can help bridge the language barrier by providing opportunities for employees to interact and connect: Food : Provide opportunities for employees to bring in food from their home countries and share it with one another. Holidays and Celebrations: Related to food, celebrate holidays or things related to cultures or countries so that other people represent their cultures and feel seen in the workplace. This can be an opportunity to learn something about someone else's culture and the ways that they celebrate. Most importantly, it shows that your company and its leadership have a genuine i nterest and curiosity in other people's cultures and what they do. Learning the Language: This applies to both employees who don't speak English and those who do. So, ESL employees are learning to speak English, and English employees are learning some of the language of their coworkers. Whether it’s through hand signals, or bulletin boards that have both the English word and Spanish word for the same item or concept, it allows all employees to learn and build a sense of comradery. Encourage English Language Growth: Offer ESL classes, help people learn English, and train supervisors on how to encourage English language growth from employees. View English as the First Step in Career Pathways : Each employee should know what they’re working on and towards within a company, and what opportunities lie ahead of them. To accommodate employees who don’t speak English well, ensuring that learning English is the first step in their career pathway allows your company to support them in their growth and advancement. If you’re looking to move beyond translation and bridge language barriers in ways that will improve your company culture, start with these actionable items. At Workplace Talent Solutions, we’re passionate about providing the training that allows supervisors, leaders, and employees to communicate across a language gap. Reach out to us and we can help you explore what makes the most sense for your employees and your company. Further Reading: The Benefits of Career Pathways: A Gateway to Success for All Employees Confidence: The Key To Effective Language Learning Lost Potential: How Language Barriers Lead to Underemployment for Skilled Immigrants

The ability and opportunity to advance in a career is vital to employee growth and organizational success. A career path is a plan for how an employee can move forward in their career with your organization. If an employee begins in an entry-level position, where could they move within the company? What skills and training are needed for them to advance to other positions? How much time would it typically take to reach that next level? Developing career paths for employees means they have a plan for their future within your organization. They know what positions they can work toward, and what training you will provide for them to get there. Supporting employees and providing them with a structured path in their career growth not only allows them to thrive and benefits them in multiple ways, but also allows companies to harness the full potential of their diverse talent pool. Breaking Down Language Barriers Starting out in a new job can be intimidating, especially when you're at the entry level. Career pathways give these employees a clear map of how they can move up in the company. Knowing what steps to take can boost confidence and job satisfaction because employees can see their progress, and know what might be coming next. For employees who don't speak English well, the workplace can feel even more intimidating. Because of this, career pathways are especially important for entry-level employees and those who may not speak English fluently. For these employees, career pathways can include special training programs that focus on language skills, making it easier for these employees to fit in and climb the career ladder. Offering things like ESL classes or pairing them with language mentors can greatly improve their communication skills and open doors to new opportunities. Leveraging Skills of Immigrant Employees As we’ve talked about before in greater detail, many employees who come from other countries have advanced degrees and valuable skills from their home countries . But often, these talents are overlooked due to language issues, or because their qualifications or credentials aren’t recognized. Career pathways can help by creating a system that acknowledges these skills and helps integrate them into suitable roles. In doing so, companies can ensure these employees are not stuck in jobs that don't use their full potential. Instead, they can guide them towards positions that really benefit from their expertise. This not only makes the employees feel valued but also brings a wealth of diverse skills to the company, which leads to overall greater organizational success. Why Career Pathways Are Beneficial for Everyone Did you know that a large portion of the workforce is looking to change careers? In a recent article, Apollo Techincal Engineering Talent Solutions reports that around 70% of all working-age people are actively looking for a job change to expand their careers. Furthermore, an article on employee development statistics shares that 86% of employees say they’d switch jobs for one with more chances to grow. Companies found that investing in development saw a 58% increase in retention and a 24% increase in productivity. For all employees, career pathways bring multiple benefits: Increased Engagement and Retention: When employees see a clear path for advancement, they are more likely to stay with the organization and remain engaged in their work. Skill Development: Structured pathways encourage continuous learning and development, enabling employees to acquire new skills and stay updated with industry trends. Improved Performance: Clear career progression can motivate employees to perform better, knowing that their efforts will lead to tangible rewards and opportunities. Enhanced Job Satisfaction: Knowing that there are opportunities for growth within the organization leads to higher job satisfaction and overall morale. Career pathways are an essential tool for fostering a thriving, motivated, and skilled workforce. By providing clear opportunities for advancement, supporting language development, and recognizing the advanced skills of immigrant employees, organizations can create an environment where all employees can succeed. Embracing career pathways allows companies to create a more inclusive and motivated workforce, paving the way for sustained growth and success. If you have employees who don’t speak English well but you want to fully utilize their potential, you can start by giving them opportunities to build their language. At Workplace Talent Solutions, we’re passionate about providing the language support employees need to take the first step on their career pathway, and we do this in a variety of ways. Reach out to us and we’ll help you determine which approach will make the most sense for your employees and your company. Further Reading: Lost Potential: How Language Barriers Lead to Underemployment for Skilled Immigrants Career Paths: How to Get Started Unlocking the Career Potential of Non-Native English Speakers Through Learning and Development

Learning a new language is a challenge to adults, and studies show multiple challenges to language learning after age 10. So, how can we support immigrant employees in learning to speak and understand English to ensure safety in the workplace? The key is building confidence, and we've identified ways for companies and businesses to foster confidence as they support employees in their language learning.

Imagine this: you spend years and hard-earned money working toward your advanced degree and graduate envisioning a future filled with possibilities. You work for several years in your degree field, gaining valuable experience and building the skills necessary to advance in your career. However, as political, economic, or social safety issues increase, you decide to move your family to the U.S. for their safety, well-being, and future opportunities. However, upon arrival, you find yourself in a tricky situation: despite your qualifications, you struggle to communicate effectively due to language barriers and unfamiliarity with the job application process. As a result, you’re relegated to entry-level positions, working two or three minimum-wage jobs to make ends meet and provide for your family. This situation is a reality for many immigrants who come to the United States with advanced degrees and valuable skills. However, because of various barriers, they end up working entry-level jobs and not utilizing the skills they’ve developed in their years of past work experience. What is Brain Waste? When we have a population of people whose skills are needed, but there are barriers to matching them with jobs that utilize their skill sets, this underutilization is called brain waste . Some barriers skilled immigrants may face include: Limited English skills Unfamiliarity with the U.S. labor market Unfamiliarity with the process of applying for jobs Lack of involvement in professional networks Difficulty gaining professional licenses or getting foreign-earned academic/professional credentials recognized The Impact of Brain Waste According to the 2016 Migration Policy Institute report titled Untapped Talent: The Costs of Brain Waste Among Highly Skilled Immigrants in the United States , nearly 2 million immigrants with college degrees in the United States (or 1 out of 4) are relegated to low-skilled jobs or are unable to find work. College-educated immigrants in low-skilled work miss out on over $39 billion in wages. As a result, federal, state, and local governments lose more than $10 billion in unrealized tax receipts, according to this study, which offers the first-ever estimates of the economic costs of brain waste. On a smaller scale, brain waste can negatively impact a company’s bottom line. Underutilizing the advanced skills of employees means underutilizing their ability to meet business goals, which negatively impacts revenue. If you’re not utilizing the skills immigrant employees bring to the table, your business is losing money. Next Steps for Businesses With this in mind, think of your own company. Do you know your employee’s background? Their previous job skills, work experience, or educational background? Do you know if you have skilled immigrants or refugees in your workforce? In response to brain waste and the underutilization of skilled employees, there are several steps you can take to start breaking down the barriers that are keeping them from positions that maximize their skill sets: Learn your employees’ backgrounds: What skills do they bring with them from previous job experience? What is their previous work experience? What kind of skills did they develop from their previous job? Help them overcome the language barrier: Build employee's confidence in using their English skills. Often, they know some English but are hesitant or too nervous to use it. By providing opportunities where they can practice, like ESL classes or language training for supervisors, you can help them build their confidence. ESL Classes : Begin to bridge the language barrier and prepare employees to communicate more clearly with their coworkers and supervisors. Bridging Language Barriers Training : Help your supervisors learn how to assist employees in improving their English without over-utilizing translation. This creates an environment where they’re able to build their language skills. Offer skilled training opportunities: Ensure you’re not overlooking those employees when you’re providing the training that they need. If there’s a specific training they need that they’re going to struggle with because they don’t speak English, tutoring could be helpful to build the language they specifically need for that training. You can also think creatively and adjust or slow down the typical training to make it more hands-on. We partner with you to build language skills to develop your workforce, avoid brain waste, and combat language barriers. Our services are uniquely tailored for employees who need to improve their understanding of business English and American workplace culture. To learn more about our talent development programs and services, fill out our contact form for a free consultation. We look forward to hearing from you!

If you’ve hired someone who doesn’t speak English well, you’ve probably thought about translation. You may have hired a bilingual supervisor to support that employee. Or maybe you’ve relied on another employee who was bilingual. You may have utilized Google Translate or another form of translation. Either way, translation is probably where your mind went to solve the language barrier challenge. However, there are limitations to translation. While many companies view translation as their only option for dealing with language barriers, it’s actually not the only option. In fact, it’s not the best option in most situations, and it’s a short-term solution to the challenge. Relying heavily on translation in the workplace can lead to several limitations: Dependency : Employees may become overly reliant on translation, hindering their ability to improve their English skills. Supervisors may also rely on translation instead of trying to communicate in other ways that would support language learning. When employees and leaders rely on translation, they lack confidence and skills to communicate if translation is not available. Inaccuracy : Translation devices are not always accurate, although many assume they are accurate. This can result in misunderstandings and confusion among employees. Division : Companies may feel it is helpful to have separate meetings for different language groups since they are using translation services, or they will translate all communication but will deliver it differently to the various language groups. This can create division rather than foster unity and collaboration. Impact on Culture : Overuse of translation can negatively affect company culture by creating barriers instead of promoting connections among employees. If employees don’t feel comfortable communicating across language barriers, they will eat lunch and take breaks only with those who speak the same language they do. Because translation is sometimes seen as the only option, companies often consider training their supervisors to speak a second language so they can communicate with employees who don’t speak English. Teaching supervisors a second language or hiring bilingual leadership can be helpful, but employers should be aware that these options provide limited support to employees learning English as a second language. Supervisors learning a second language may learn the language slowly because the language is not used outside of work, limiting the supervisors’ opportunities to practice the language. If supervisors do not have any previous knowledge of or exposure to the language they are learning, it can take a long time to reach fluency. Limiting leadership to one specific second language - such as Spanish - can exclude other language groups. Is it a bad idea to teach another language to supervisors or utilize translation? Absolutely not! Utilizing translation or bilingual supervisors or employees is sometimes the quickest, fastest way to understand what someone is saying; however, it’s important to understand that there are limitations. For example, you can translate all of your safety training, but if an employee doesn’t know the words in English, they may not understand if someone yells out a warning to them in English. So what is the right approach? At Workplace Talent Solutions, we understand that utilizing one language in the workplace is not only beneficial but essential to maintain clear, consistent communication, sustain positive company culture and employee relationships, and continue the growth of the company and the growth of employees. It’s crucial for a company to use one language in the workplace as much as possible. Encouraging everyone to use one language at work promotes clarity and unity. It is crucial that in your company, each employee is working towards communicating effectively in English. This doesn’t mean employees can never speak in their native language. However, it does mean that you should be encouraging them and providing them with opportunities to use English and build their English skills. Helping employees learn English is often one of the most effective and efficient ways of dealing with the language barrier, and it’s also a long-term solution to the problem. Employees learning English often learn the language quickly because they have many opportunities to practice - within the workplace and outside of it. Employees may also know some English from school or other experiences. Additionally, employees are highly motivated to learn English because it will benefit their lives not only at work but also with their families and their communities. This approach requires training for all employees. Offering English classes for employees helps them improve their skills, and equipping supervisors with tools to encourage English use helps create a supportive workplace. Investing in English language classes for employees and teaching supervisors how to promote English usage is the best way to overcome language barriers in the workplace. At Workplace Talent Solutions, we believe that the investment in building English language skills pays for itself. We offer Workplace ESL classes for employees. We also offer a Bridging Language Barriers training for supervisors and leaders that teaches them the strategies needed to successfully communicate in English with someone who doesn’t speak English. This training shows leaders how to use opportunities they have every day to help employees build their language skills. Building language skills instead of relying on translation takes time and effort, but it's essential for clear communication and an environment where all feel appreciated and valued. Connect with us today to learn more about the training we offer. Reach out to us at contact@workplacetealentsolutions.com or 484.228.1945.

Here at Workplace Talent Solutions, we help you stabilize your workforce and impact your community by successfully hiring and employing immigrants, refugees, and those who don’t speak English well. One of the primary consulting services we offer is our Language Inclusivity Assessment. We wanted to answer commonly asked questions about our Language Inclusivity Assessment so that you have the information you need as you consider your next steps in strengthening your workplace culture. What is the purpose of our Language Inclusivity Assessment? We work with you to identify areas of hiring, onboarding, or training practices that could be improved or modified for employees who don’t speak English well. What is included in the service? During our time with you, we will: Review all the documents that are used in onboarding, training, and day-to-day job responsibilities to determine what language employees would need to know to understand/complete the documents Review all onboarding documents (i.e., job descriptions, applications, employee handbook) Employee surveys Supervisor surveys Observation of the job/role Optional: English proficiency assessment for existing employees We tailor our questions to your specific needs, focusing on language skills, communication challenges, and potential adjustments for employee success. We ask questions of you and your team, such as: What language skills are needed for an employee to be successful in this position? Where are challenges and miscommunications most likely to occur? What adjustments can be made to ensure the success of a new hire who doesn’t speak English well? Can translation be utilized? Where can timelines be adjusted to allow extra time to process new information? What could be included in a workplace English as a second language (ESL) course or new hire ESL course to improve the effectiveness of the employee? Is it customizable? Absolutely. We understand that every company is different and that you may have a different set of needs. What are the expected outcomes? You'll gain comprehensive insights into your hiring and onboarding processes, along with a clear roadmap to prepare for hiring non-native English speakers. How long does it typically take to complete the assessment and report? It typically takes between 2-5 months to complete the assessment and report. It depends on the size of your company and the number of employees you have. It can also depend on how quickly your team can provide the information and responses we need to complete the assessment. What are the next steps? We prepare a recommendations report for you and your team to review. Some of the recommendations may need to be completed internally, such as rethinking onboarding processes. Your next steps could include: Simplifying job descriptions and making them easier to read; Creating or implementing an English proficiency assessment to be used during the hiring process; Translating HR documents; Creating an orientation and training plan that allows more time to absorb new information; Developing career pathways for entry-level employees; Hosting a Bridging Language Barriers and Cultural Diversity training for anyone who will be or is interacting with employees who don’t speak English; Work with us to modify documents; or Develop a new hire ESL program or offer a workplace ESL class to employees. Is this only for companies who are only now starting to hire people who don’t speak English? No, it may be helpful if you already employ individuals with limited English but want to improve communication, lower safety incidents, or improve productivity. How do I know if the Language Inclusivity Assessment is the next step for my company? Your company might be ready for this Assessment if you’re experiencing any of the following: You’re concerned that your new hires who speak limited English didn’t fully grasp the safety information they needed Your supervisors and onboarding teams are frustrated or overwhelmed with the challenge of communicating with new hires who don’t speak English You’ve hired individuals who don’t speak English but have had high turnover You want to build an inclusive environment for all your employees You’re concerned about company culture and employee relationships You’ve hired individuals who don’t speak English and have had some safety issues or productivity issues Connect with us today to schedule a free 1-hour consultation to explore if the Language Inclusivity Assessment is right for your company. Reach out to us at contact@workplacetealentsolutions.com or 484.228.1945.

In the dynamic landscape of today's globalized workforce, effective communication is the key to success, especially for those who are not native English speakers. Leaders play a crucial role in ensuring that their teams can talk and understand each other. One important thing to think about is how people communicate when they speak and listen (oral) and when they read and write (print). For those whose first language is not English, they may be stronger at either reading and writing in English or they could excel in speaking and listening in English. Why would someone be stronger at print or oral language? While some may have learned English in school, focusing on grammar and reading, others may have acquired it through immersion, primarily relying on speaking with and listening to family, friends, or workplace contexts. Understanding these variations is vital for effective communication strategies. Various factors contribute to an individual being better at print or oral language, such as: Where You Learned English: Some people learned English in school, focusing on reading and grammar. Others learned by being around English speakers in places like family, friends, or work. How Well You Can Read and Write: Some might struggle with reading and writing in English because they're not good at reading or writing in their native language. How You Learned English: Learning by listening in places where English is spoken can make someone good at speaking but not as good at reading. At Workplace Talent Solutions, our services include assessing reading comprehension and verbal skills. In a recent evaluation, we encountered an employee whose supervisor was frustrated. The employee was a great worker, but whenever the supervisor left written instructions for her, she failed to complete the tasks as directed. The supervisor didn’t understand the inconsistency and was, quite frankly, frustrated by the performance. After our assessment, it became clear that the employee’s speaking ability was better than her reading skills. We recommended alternative communication methods, such as audio recordings or verbal discussions for instructions. Additionally, we suggested typing the supervisor’s handwritten directions to improve comprehension. In another company, supervisors told us about an employee whose outstanding performance earned him a promotion to a supervisory role, but, much to the surprise of the supervisors, the employee was not able to write emails- a critical part of his new role. These stories show how important it is to know about communication skills. Understanding where your non-native English speaker employees are at with their skills will allow you to make informed decisions about employee roles and responsibilities. To close the gap, consider the following: Use Both Speaking and Writing: Give instructions in both ways so people can choose what's best for them. Say Instructions Out Loud: When you give written instructions, review them out loud. This helps everyone understand better. Know People's Backgrounds: Understand how non-native English speakers learned English. Did they learn it in school or by being around English speakers? Personalize Communication: Respect how non-native English speakers like to communicate. If someone is good at talking, use spoken instructions. If they prefer writing, make sure written instructions are clear. Use Technology Correctly: Use technology that fits different ways of communicating for non-native English speakers. For employees with better oral skills, use audio or translation apps. For employees with better print skills, use clear written instructions and pictures. Effective communication involves acknowledging and accommodating diverse oral and print skills. By adopting a personalized approach and implementing strategies that cater to both types of communication, you can create a successful workplace with a thriving workforce!

Did you know that frequently using translation to communicate with employees could be working against the growth and success of your company? If you ever studied a second language, you may remember the feeling you had when someone was speaking to you in that second language you were trying to learn. Your brain panics for a moment and you think, “I don’t understand any of this!” If you were given the chance to use an interpreter or translator on your phone, you would reach for it immediately. However if that wasn’t available, you would listen again, and most likely, surprise yourself with how much you actually did understand. How does this play out in the workplace? In many companies, when an employee is trying to communicate with another employee who doesn’t speak English well, they will either pull out Google Translate or ask another bilingual employee to interpret for them. However, this heavy use of translation is actually hurting companies. The Power of English Proficiency In today's diverse workforce, effective communication is the backbone of success. When a diverse workforce can communicate well with each other, ideas flourish, projects thrive, and innovation soars. When employees share a common language—English—their ideas can flow freely, resulting in more effective discussions, enhanced problem-solving, and expedited decision-making. When employees can comprehend and respond in English, projects move forward more swiftly, timelines are met, and teams collaborate more smoothly, achieving better outcomes in less time. That’s what every leader wants! When employees have limited English proficiency, of course these benefits are not being realized. So many companies turn to translation and interpretation to bridge the gap. However, for the growth of a company, it’s crucial that all employees are working towards an environment where everyone understands English, an environment where collaboration, efficiency, and growth can thrive. Challenges of Constant Translation How does translation and interpretation work against growth? First, an employee who doesn’t speak English will learn to rely on the translation for understanding. When our brains are offered a translation, we lose the motivation to try to understand the information in the new language. While most employees who don’t speak English are highly motivated to learn English, it’s only natural for them to check out if a translation is available. Similarly, if a supervisor has translation available, they are less likely to work on their communication skills. There are many tools that supervisors can use to improve communication in English and build employees’ language skills as well. However, often when translation is heavily used, supervisors are not learning or utilizing these tools. The growth of all employees will stagnate. Instead, with the right tools and training, each interaction can be a step towards an environment where all employees are able to communicate in the same language. It takes time, but with the right company culture, expectations, and training in place, your company can be moving towards that every day. The Path to Empowerment: Strategies for English Skill Development Here are some things you can do to improve communication and work towards an environment where employee engagement can flourish. 1. Language Learning Initiatives Organizations can offer language learning programs and resources to non-English speaking employees. These initiatives demonstrate a commitment to their growth, improve their overall language skills, and foster a sense of inclusion. It’s also an excellent way to build retention among non-English-speaking employees. 2. Training for Supervisors Provide training for supervisors on how to effectively communicate across languages. By using clear, simple language along with hand motions and gestures, a supervisor can significantly increase understanding, even if they are speaking in English. Also, judicious use of translation can aid in communication while still encouraging the development of English language skills. These are communication tools that can be taught to supervisors. 3. On-the-Job Learning Incorporate English into everyday workplace activities, encouraging employees to use the language naturally. Assign them tasks that require English communication and provide feedback to help them grow. Again, training supervisors on how to facilitate this type of learning environment is key. The importance of building non-English speaking employees' English skills cannot be overstated. By investing in language proficiency, organizations can foster an environment where effective communication, collaboration, and growth are the norm. While translation services have their place, relying solely on them introduces challenges that can hinder progress and inclusivity. Empowering non-English speakers with strong English skills not only benefits the individual employees but also contributes to the organization's success as a whole, allowing for smoother operations, better teamwork, and broader horizons. Contact us today to learn more about our Workplace English classes and Supervisor training, all focused on supporting companies who employ individuals from diverse language backgrounds. Diversity is an asset; use it well!

What is a career path? A career path is a plan for how an employee can move forward in their career at your company. Starting in an entry-level position, where could an employee move within the company? What skills and training are needed for other positions? How much time does it typically take to reach the next level? Developing career paths for employees means they have a plan for the next few months and years within your company. They know what positions they can work toward, and you have offered or will offer the training they need to get there. Having career paths will improve employee engagement and retention. Employees want to work towards something, especially Gen Zers and Millennials. They want to know there is something more for them in the company beyond their current position. Defining what skills and training are needed for other positions will help employees envision a future in the company. The lack of opportunities is the #1 reason these generations leave their jobs. In order to create exciting career paths for employees, supervisors need to be aware of an employee’s goals. There should be regular discussions about the goals and interests of each employee. And supervisors should be able to help an employee align those goals and interests with the skills they see in the employee and the greater goals of the company. Discussions about career pathways should become a part of the culture of your company. Are there career paths in place for your employees? Do supervisors know how to talk about career paths with employees? If you don’t have career paths in place, here are four ways you can get started. These are simple steps to get the ball rolling. 1. Brainstorm typical career paths. Take out a paper and sketch out the typical pathways that an employee moves through your company. Are there any other less typical ways that someone has moved in the past? Add those to your chart. After you’ve sketched out the typical moves, brainstorm new creative ways. Remember, a move can be lateral as well. 2. Revisit your annual review format and questions. What questions do supervisors typically ask employees during an annual or quarterly review? Are there any questions about their interests or goals within the company? If so, what happens to the answers of those questions? Do supervisors report back or work on finding training that supports employee goals? You’ll want to make sure that supervisors are clear on employee goals and what to do with the information when they have it. 3. Create a list of training opportunities. Make a list of training that has been done for employees in the past. What other types of training could you offer employees to prepare them for a move within your company? Once you have a list, you can align the opportunities with employee goals. 4. Review your training budget. It’s one of the first things to cut, I know. But you’ll need to start viewing it as a retention tool. The money you invest in training and in building career paths should be reflected in lower recruiting and hiring costs. Investment in retention pays off in the long run! It’s important to make career paths a priority for your employees. Younger generations are motivated by growth and career opportunities. If your company has nowhere for them to go, they will likely move on. Start working on some plans. It doesn’t have to be perfect to get started.