The Best Way to Retain Internationally Trained Workers

The Best Way to Retain Internationally Trained Workers

When hiring and retaining internationally trained workers, it is critical that an employer understands that the work doesn’t stop there. Every employee in a workplace should feel comfortable and aware of how they add value as a team member.

Before any internationally trained worker enters the workplace, employers should plan how they will design a workspace that is accepting and inclusive. This is important in any workplace and should be implemented for all employees including the new international hires.

Establishing an Accepting Workplace Culture

Employers can create this type of environment by communicating and establishing inclusivity as a core value, encouraging diversity and inclusivity training for all staff members, establishing an orientation for new hires to meet their colleagues and find common ground, finding ways to celebrate and support the various cultures in the workplace, and so much more.

When creating an inclusive workplace, an employer should have all workers be a part of the building process. It is important to incorporate all perspectives, not only to improve workplace culture, but to appreciate all the skills your employees can offer in creating an acceptable work environment. For example, getting help from an employee to duplicate policies or newsletters in common languages spoken at the workplace other than English.

Once the employer has retained internationally trained employees, they should also create training programs, professional development opportunities, and mentorships. These programs will help the employees integrate into the workplace and feel at ease in their role.

Types of programs that can be offered include skills training, language training (enhancing verbal and written English or French), communications training, and operational training.

Skills training is specific to the employee’s role where the employee can learn how to be the most productive and effective at their job, or it could advance to teaching new strategies to enhance their talents.

As an employer, you should be thinking about every employee’s future potential and how they can develop their professional skills over time. For example, employers could incorporate courses and training on coaching and leadership, and support employees when opportunities for leadership arise.

In the workplace, it is common for colleagues to work together on certain tasks. Communications training can establish a workplace environment where employees can appreciate cultural differences and learn to communicate together successfully as a team. This could be extremely beneficial for a collaborative workspace where pitching ideas and discussions happen regularly.

An employer should also have training specific to teaching the overall purpose and functions of the company. This would include teaching employees how the company works on a grand scale, the mission of the company, and how that translates to everyday values and purpose. This could help employees understand how their role fits into the goals of the company and discern what is expected of them.

When the internationally trained workers are completing these programs, it could be beneficial to assign mentors for each new hire. The mentor can answer questions, guide the new employee through the workplace dynamic, and create the opportunity for inclusion.

If you are an employer who needs help developing policies or establishing programs that could assist with creating an inclusive workplace culture, please contact KCY at LAW by filling in an online consultation request or contact us by phone at 905-639-0999 to book your consultation today.