Implementing a reward system that monetarily incentivizes the contributions of your bilingual and multilingual employees requires careful consideration, thorough research, and strategic planning. It is a multi-step process that can bring significant benefits to your business because when you develop a program that recognizes and highlights employees\u2019 language skills it makes them feel valued. \u201cTo pay bilingual employees fairly, companies must provide extra pay, often called \u2018bilingual pay\u2019 or \u2018language pay\u2019. Bilingual pay recognizes the tangible benefits and unique skills bilinguals offer,\u201d (Salary.com Staff).<\/p>\n
Contact Us Today to Bring Language Proficiency Testing to Your Organization<\/strong><\/a><\/p>\n <\/p>\n Begin by identifying specific language requirements for your industry and the foreign languages vital for success in organizational operations. Conduct surveys to pinpoint employees who possess bi\/multilingual skills and assess their proficiency levels with the expert support of a credentialed provider such as Language Testing International\u00ae (LTI)<\/a>. The insight and guidance of a team of professionals who have helped establish the best standards in language proficiency assessments can be instrumental in setting the structure of the program, determining the amount of incentive pay based on linguistic skills level, and calculating the return on investment of your company\u2019s Language Pay Program.<\/p>\n Communication is key in creating any type of incentive program, and it is crucial to provide clear and detailed information to employees. Start by establishing the program\u2019s objectives, which must be achievable for the program to be effective. Then, determine eligibility criteria, the structure of incentive pay, and which specific roles will enjoy this opportunity. \u201cFactors like how often someone will speak in that language and if they are transcribing or interpreting as well are all taken into consideration when determining their salary,\u201d (Callahan). A pay structure that includes extra pay for bilingual employees who use their language skills to bring in more revenue or to help mitigate risk can be a powerful tool to motivate your employees to learn, maintain, or enhance their language proficiency.<\/p>\n To keep the program current, offer language training opportunities for employees who wish to learn new languages or improve existing language skills. It is essential to regularly monitor the program\u2019s effectiveness to ensure alignment with business expectations and goals, as well as employees\u2019 morale. \u201cMost managers would agree that motivated, productive employees are crucial for organizational success, regardless of company size, industry, or corporate strategy,\u201d (Ogbonnaya et al.).<\/p>\n Your Language Pay Program is not complete without first including legal and compliance aspects related to the monetary incentive associated with bilingual skills. Adhere to labor laws and regulations in your area and maintain records of any language proficiency assessment documentation and program payouts for accountability. \u201cWhile employer programs will differ across industries and sectors, one thing is certain: incentive programs are a must consideration for any team looking to see its strongest potential,\u201d (Payscale).<\/p>\n For more specifics on how to seamlessly launch a Language Pay Program in your company, reach out to LTI<\/a>. With 30 years of experience, LTI, the exclusive licensee of ACTFL assessments, offers legally defensible ACTFL language credentials in over 120 languages. ACTFL\u2019s accurate assessments in writing, listening, reading, and speaking determine the specific proficiency level of each one of your employees. ACTFL\u2019s remotely proctored tests also make it possible to conveniently conduct language assessments anytime and from anywhere.<\/p>\n Sources<\/u><\/strong><\/p>\n American Council on the Teaching of Foreign Languages (ACTFL) and the Lead with Languages Campaign commissioned Ipsos Public Affairs, with the support of Pearson LLC and Language Testing International. <\/em>(2019). \u201cMaking Languages Our Business: Addressing Foreign Language Demand Among U.S. Employers.\u201d https:\/\/www.languageconnectsfoundation.org\/programs-initiatives\/research\/making-languages-our-business<\/a><\/p>\n Callahan Cloey. \u201cDifferential pay: What should bilingual workers expect from employers?\u201d Worklife. October 20, 2022. https:\/\/www.worklife.news\/talent\/bilingual-pay\/<\/a><\/p>\n Ogbonnaya, Chidienere, Daniels Kevin, Nielsen Karina. \u201cResearch: How Incentive Pay Affects Employee Engagement, Satisfaction, and Trust.\u201d Harvard Business Review. March 15, 2017. https:\/\/hbr.org\/2017\/03\/research-how-incentive-pay-affects-employee-engagement-satisfaction-and-trust<\/a><\/p>\n Payscale. \u201cWhat is incentive pay?\u201d November 22, 2021. https:\/\/www.payscale.com\/compensation-trends\/incentive-pay-what-is-it-and-examples\/<\/a><\/p>\nCreating a Bilingual Pay Program in Your Organization<\/strong><\/h2>\n