Came across this short video and found it to be rather interesting. There are several points that I found to be of interest:

1) Sider explains how valuable language training is for retention purposes. (In Company setting, working with non English speaking workers.) In today’s economic environment, where companies are looking for ways to stimulate employees and keep them on board without spending too much cash, then providing ESL training is a great option.

I think it’s so fascinating how non monetary incentives seem to work better than throwing cash at people. I’ve read lots about this, have heard and seen lots about this – with Dan Pink’s work being the most recent.

So if you’re looking for great ways to increase employee retention rates, look into ESL training.  The other part to this that I thought was interesting, and a point which also helps in the recruitment/retention side of work: is that when outsiders see that you do provide training in English (or other languages that you require) they tend to want to work with you. They see that you take care of your employees, and they want to be a part of it.

2)Sider mentions a point which is, in my opinion, of extreme importance: Companies make a mistake when they undervalue their non English speaker’s mother tongue.  We do business these days often in a global setting. Sooner or later, your employee’s mother tongue will come in really handy.

Likely a post that is off what I usually do, but I just watched the video and thought it was worth mentioning.

Value Added for TESOL:

When promoting courses are you using retention value as a USP? I know I’ll be.

Teachers, Language Training companies: Are you being a parasite for your client: (Just taking their cash, not purposefully adding value?) Or are you really stepping into the role Sider shares can be played: a valuable recruitment/retention building agent, A future value builder for employees to be able to function more productively in multi lingual environments?