by Annika Morgan

Created on: April 19, 2010   Last Updated: April 21, 2010

Within any company in an English-speaking country, it is important for their employees to also speak English. This statement does not exclude employees who also speak languages other than English - multilingualism adds value to who you are as an employee. In order to perform your contracted tasks adequately, communicate with your employers, colleagues and customers, and to learn business processes and procedures, an understanding of the English language is necessary for ease of communication.

The English language is considered a primary language in international business and science. It is considered a key requirement for residency or education within a country and there are many globally accepted accreditation's, primarily the International English Language Testing System (IELTS).

Being able to speak the English language in your job should be a requirement because it is an expectation of your company's stakeholders and customers to be able to communicate in the language of the country in which you are operating in. This same expectation would apply in a Spanish speaking country requiring employees to speak Spanish, or a Francophone country needing their employees to speak French. For your customers who have queries regarding your products or services, it is reassuring for them to know that the employees that they interact with are able to understand their questions and address them appropriately, without having any additional frustration of a language barrier. For your suppliers, a full understanding of their requirements ensures that their orders are met.

On a training and developmental level, written work instructions in the same language ensure consistency and accuracy in performing tasks, particularly if there is more than one employee undertaking the role or of there is a high turnover of employees performing that task. A standard lingua franca ensures that work performance will meet quality assurance and any compliance requirements as employees and employers alike will be fully aware of their obligations. It also assists with any feedback that is given by the employee or their employer to improve individual or process performance - if employees are able to implement improvements but cannot communicate them adequately.

For a multilingual employer who hires staff who do not speak English, but can communicate with employees in this other language, it may be considered that it is 'okay' as long as the employer is able to understand and communicate work processes and tasks, and if the employee is not in a customer facing role. This, however, has the potential drawback of a very good employee who may be able to offer their skills and abilities to other stakeholders in the business, or who can contribute insights if they had the ability to communicate them. It also holds the non-English-speaking employee back from further opportunities for professional development or future employment outside of that current company.

The benefit of employees who speak multiple languages, of course, is that it means there is access to a wider customer or supplier base. However, a common language, particularly that which is the primary language of the host country or community, is necessary for solid communication from service supplier to customer.

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