This past year, multiple speeches aimed at teenagers were filled with phrases like “sus” or “rizz.” While the speakers were clearly going for laughs, it was also a heartfelt, if goofy, attempt to communicate in the language of the audience. And while teenagers in attendance declared the speeches to be “cringe,” they also appreciated the attempt at connection.
Today is World Spanish Language Day, a time to not just celebrate Spanish as a global language but also consider the importance of language overall. Language is so incredibly rich; it’s a constantly evolving method of communication. Speaking someone’s native language shows both respect and a willingness to make sure the listener is comfortable.
When surveying employees, it’s especially critical to ensure that both the survey and any accompanying communications are in the language the user is most comfortable with. At the most basic level, you want to make sure that everyone fully understands the questions being posed and are able to answer truthfully. Yet more importantly, the act of surveying employees in their native tongue sends many messages; it conveys that leadership cares about and respects its workforce and values the feedback. Surveying in language underscores that message.
Tools like Google Translate can help, but at OrgVitality, we always recommend having an in-country reviewer look over the survey and related communications to ensure that the language accurately reflects any local or company culture; a word could be technically correct but not accurate in the context, or not the preferred word. For instance, the word “engagement” has been translated into a local word more akin to “marriage,” and not what the person creating the survey meant. Generational issues, as noted above, can give the same word differing meanings. You want to make sure you are understandable to the broader audience and have captured any cultural nuance or regional differences.
In some cases, English may be the official language of an organization, and employees, at least at the executive level, may be required to be fluent. In those cases, we’ve had some organizations opt for English-only surveys for simplicity, but many others still choose to survey in their native language. Historically, due to the expense, translations were done only if a few thousand people needed that language. As costs have come down, translations are done for much smaller groups. The values it conveys are often deemed as important as the number of people needing that language. For some, it may be that front-line workers only speak their native language, but others are ensuring that all employees feel respected, have a sense of belonging, and have the ability to provide feedback with nuance.
One of the most impactful effects of an employee survey is the ability, with the right analytic tools, to surface any concerns or issues that might be felt by a smaller population. Surveying in language helps ensure that smaller demographics have equal access. Today, feeding back comments in both the local language and a translated version is very doable and helps ensure important sentiments are not missed.
In addition to language, there are other accessibility issues that organizations should consider. At OrgVitality, all of our surveys are Americans with Disabilities Act (ADA) compliant for visually impaired respondents. You also want to make sure you can reach every employee, no matter whether their job is done without a computer or happens in a remote location. Thankfully, there are a number of tools that enable us to ensure every voice is heard.