Diversey had several vendors for language training programs in different regions, which meant a lack of consistency in quality, cost, invoicing, and tracking ROI of the programs. HR managers were unable to identify staff language training needs and often provided training as a benefit vs. a strategic investment.
Diversey needed our support to cost-effectively centralize language training and identify language needs in the business, prioritizing employees in customer-facing roles, followed by those in global roles required to communicate in English. The company urgently needed to define business needs and communicate these to the whole organization.
In this case study, we explore how centralizing language training reduced costs and transformed communication, translating to better local and global relationships.