As organisations expand across borders, learning leaders must evolve their strategies from simple translation to full localisation to truly engage a global workforce.

Global reach has never been more attainable – or more complex. As businesses scale internationally, learning and development (L&D) leaders face an increasingly critical question: How do we create training that resonates with employees across cultures, languages, and regions?

The first response is often translation, or directly converting text from one language into another. While translation is a necessary starting point, it’s not enough. If we want training to truly connect and perform across markets, we need something more: localisation.

 

Translation vs. localisation: why the difference matters

At a glance, translation and localisation might seem interchangeable. But the distinction matters – a lot.

• Translation focuses on words. It’s the process of converting one language into another as accurately and consistently as possible.
• Localisation, on the other hand, is holistic. It’s about adapting your entire learning experience – language, visuals, tone, cultural references, units of measurement, even examples – so that it feels natural and relevant in a specific cultural context.

Think of it this way: translation helps people understand your content. Localisation helps them connect with it.

 

Why localisation matters more than ever

Modern learners expect content that speaks their language – literally and culturally. When training feels unfamiliar or awkward, engagement plummets.

This is especially true for compliance, onboarding, and safety training, where clarity and relatability are essential. If employees don’t fully grasp or relate to the material, outcomes suffer.

localisation breaks down these barriers. It keeps learners focused on the message, not distracted by the delivery. When done well, localised training delivers big benefits:

• Higher engagement: Learners tune in when content reflects their language, values, and norms.
• Improved retention: Relevant examples and familiar references help employees retain information more effectively.
• Better performance: Training that feels personalised and applicable drives behavior change that sticks.

 

Localise revenue-generating content to add more value

Most companies start their localisation efforts with compliance training – and that’s smart. Regulatory content needs to be clear, culturally appropriate, and accessible to everyone. But you miss a major opportunity if you stop there.

Localise the content that drives growth to get the highest ROI from your training programs. Compliance training protects your business while revenue-generating training propels it.

Start by identifying the learning experiences that have the greatest impact on your bottom line. Ask yourself, “What training directly supports how we sell, retain, and expand globally?” Think sales enablement, customer onboarding, and product marketing. These programs are critical to generating and sustaining revenue worldwide.

For example:

• Sales training localised for regional buyers helps reps communicate with confidence, handle objections effectively, and close deals faster.
• Customer education that’s culturally adapted improves product adoption, reduces churn, and enhances customer satisfaction.
• Product and partner training delivered in the local language and business context helps ensure consistency across your brand, no matter who’s selling it.

localisation isn’t just a checkbox – it’s a strategic lever for growth. Use it for the training that powers your revenue engine to go beyond global reach and start delivering global impact.

 

5 tips to localise online learning effectively

Localised content feels relevant and culturally aligned with the target audience. It means you go beyond simple translation and think strategically about your training design and delivery.

Here are a few best practices:

• Write adaptable training content. Write content that translates easily. Avoid idioms, humor, or references that don’t travel well. Instead, favor basic, direct vocabulary – and use short, active sentence structure.
• Consider cultural relevance. Make sure names, colors, icons, and scenarios align with the target audience’s cultural expectations. A safety module for warehouse workers in Germany will likely need different scenarios than one for a plant in Mexico.
• Use flexible authoring tools. localisation gets time-consuming and costly without the right tools. Look for e-learning platforms that offer AI-assisted translation, centralised multi-language course management, and built-in quality checks to speed up and simplify your workflow.
• Adapt multimedia elements. Don’t overlook course imagery, videos, and audio. Subtitles, voiceovers, graphics, and animations should all be reviewed for localisation.
• Include human reviews. AI can handle a lot – but not cultural nuance. Partner with local reviewers who understand both the language and the learner context to ensure your content is accurate and appropriate. Their feedback helps catch tone or context issues that machines can miss.

 

Conclusion: Localised workplace training is a strategic business advantage

In today’s interconnected world, investing in localisation isn’t just about being inclusive; it’s about being effective.

L&D teams that embrace localisation can scale training faster, enable global teams, and demonstrate cultural competence. They create learning experiences that feel thoughtful, relevant, and real. That’s what sets great global training apart from the rest.

The real challenge isn’t just delivering training at scale – it’s making sure that every learner, everywhere, feels supported and empowered to act. That’s the power of localisation.

Ready to go global? Check out the free e-book, Multilingual Workforce Training, featuring seven essential steps to localise your training the smart way.

 

Kat Giroux 

Senior Content Writer at Articulate