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An HR Manager's Guide to Success with Spanish-Speaking Employees

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Presentation on theme: "An HR Manager's Guide to Success with Spanish-Speaking Employees"— Presentation transcript:

1 An HR Manager's Guide to Success with Spanish-Speaking Employees
Spanish Straight Talk For Successful Employees: An HR Manager's Guide to Success with Spanish-Speaking Employees Presented by Melissa Burkhart President ©2018 Futuro Solido USA

2 Explanations of Terms What we mean by “Spanish Speakers”
Understanding cultural differences is an art not a science The suggestions here are based on Futuro Sólido’s observations and experience They ARE generalizations and of course there will be exceptions ©2018 Futuro Solido USA

3 Overview Importance of Spanish-Speaking Supervisors
Pressure Communication Strategies Importance of Spanish-Speaking Supervisors Pressures on Spanish-Speaking Supervisors Misconceptions about Communication and Training Strategic Solutions ©2018 Futuro Solido USA

4 The Importance of Spanish-Speaking Supervisors
Team= Equipo ©2018 Futuro Solido USA

5 So you have to communicate an initiative in Spanish…
Translate your handbook/benefits booklet/safety manual (even if it is read it will soon be put away and forgotten) Bring in an expert (who will eventually go away) These strategies are important, and you control message. But not consistent or ongoing Spanish Handbook ©2018 Futuro Solido USA

6 Importance of Supervisors
What message IS consistent and ongoing? Day-to-day interaction with supervisor Has a FAR greater impact on employee response than any formal materials or training you produce ©2018 Futuro Solido USA

7 Importance of Supervisors
However, you have the least control over this communication... Spanish speakers tend to have different beliefs about numerous workplace issues... Is it possible that your message is in the hands of someone who does not communicate its importance? ©2018 Futuro Solido USA

8 Importance of Supervisors
Our guy’s not like that! We can count on him 100%! He is completely loyal! Responsible Capable Loyal ©2018 Futuro Solido USA

9 Of course he is.. He’ll push production over safety, for example…
So he’ll do what he perceives is best for the company… He’ll push production over safety, for example… That will be communicated on a day-to-day basis… …AND he will think he is serving the interest of the company. ©2018 Futuro Solido USA

10 When communication is not trickling down, you jeopardize:
Benefits utilization/costs Compliance with Safety RETENTION!! …and so much more. ©2018 Futuro Solido USA

11 Specific Pressures on Spanish-Speaking Supervisors
©2018 Futuro Solido USA

12 Pressures… Criteria for promoting Spanish speakers: Seniority
Loyalty and dependability Knowledge of operations In other words, good employees And they speak Spanish!! Seniority Be the best Loyalty Knowledge ©2018 Futuro Solido USA

13 Pressures But good employees are NOT necessarily good leaders or good communicators. To change behavior, you have to be both. (This is NOT to say you should promote or hire different people; rather, give them different support.) ©2018 Futuro Solido USA

14 v Pressures When Spanish speakers are promoted, they face tremendous pressure from their peers: Sold out to the Dark Side Success is like a pizza: if they got some, there’s less out there for me. ©2018 Futuro Solido USA

15 Pressures FURTHERMORE… Employees expect them to know everything
They expect themselves to know everything ©2018 Futuro Solido USA

16 Pressures Us vs. Them Either you are for the company or for the employees As a supervisor, you are now one of “them.” ©2018 Futuro Solido USA

17 Pressures So new supervisors often feel that they have two options: B
Bending over backwards to accommodate employees (stay one of “US”) B A Very authoritarian and dictatorial (become one of “THEM”) ©2018 Futuro Solido USA

18 Pressures But that’s not our philosophy!
We have a great company culture! We have an open-door policy/Employee empowerment/We went to a seminar! ©2018 Futuro Solido USA

19 Pressures Splendid. But have your Spanish-speakers received the relevant leadership and communication training? In Spanish? Addressing their specific pressures and challenges? ©2018 Futuro Solido USA

20 Pressures Most Spanish speakers are unaware that there is an option C.
Traditionally, their approach is much more dictatorial and top-down. Often they feel that being a good manager involves being mean. C Often they are not at all well liked. ©2018 Futuro Solido USA

21 Impact on Turnover… #1 factor in job satisfaction: rapport with DIRECT supervisor Employees stay at lousy companies because they have a great supervisor …and leave great companies because they have a lousy supervisor… …who used to be a great employee… ©2018 Futuro Solido USA

22 So how do we start teaching communication skills?
©2018 Futuro Solido USA

23 Demonstrate that it is a priority…
English Speakers Conversation is essential to forming a good team. Spanish Speakers Conversation is usually a waste of time. ©2018 Futuro Solido USA

24 Conflicting Beliefs about Communication
English Speakers Asking questions shows interest in the subject at hand and avoids mistakes. Spanish Speakers Asking questions shows that you’re not prepared—or worse. ©2018 Futuro Solido USA

25 Conflicting Beliefs about Communication
English Speakers If I am new to position and need help, I will ask for it. Spanish Speakers If I have been promoted to be a supervisor, I have to be 100% prepared for that position. ©2018 Futuro Solido USA

26 Conflicting Beliefs about Communication
English Speakers Communicating with superiors shows dedication to the job and the company’s well being. Spanish Speakers Communicating with superiors shows that you’re trying to earn points. ©2018 Futuro Solido USA

27 Conflicting Beliefs about Communication
English Speakers Good employees train new hires so that the team is as productive as possible. Spanish Speakers Training a new employee puts one’s job in danger. “What happens if this new guy learns really fast and then they don’t need me anymore?” ©2018 Futuro Solido USA

28 Really in the dark about how good communication results in success…
Employees: Perceive that the wrong people are rewarded—those who don’t work hard but rather try to earn points with superiors. Supervisors: Believe that the way to get results from their team is to be authoritarian. ©2018 Futuro Solido USA

29 Strategic Solutions Change their beliefs, and they will change their behavior. ©2018 Futuro Solido USA

30 Change Their Beliefs, and They Will Change Their Behavior
Provide CLEAR job descriptions when people are promoted. Should include a description of your company’s vision of teambuilding and communication ©2018 Futuro Solido USA

31 Change Their Beliefs, and They Will Change Their Behavior
Let them know that they will be evaluated by their employees. If you don’t think this is a good idea, be forewarned… ©2018 Futuro Solido USA

32 Change Their Beliefs, and They Will Change Their Behavior
Provide training customized for them. Cultural differences Lack of mentors Resentment from peers Simply translating English training is not enough… They should be your MVP’s, but they need help addressing their specific challenges. ©2018 Futuro Solido USA

33 Change Their Beliefs, and They Will Change Their Behavior
Be the kind of leader for them that you want them to be for their teams. Effective, consistent communication across culture and language is difficult… ©2018 Futuro Solido USA

34 Change Their Beliefs, and They Will Change Their Behavior
In order to be successful, they will need effective and consistent support. Consistent Effective ©2018 Futuro Solido USA

35 ¿Questions? 668 Cook Street Denver, CO 80206 (303) 837-8224
©2018 Futuro Solido USA

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