Organizations are increasingly investing in learning and assessment initiatives to scale frontline talent development across India. However, what works for a more senior or corporate audience may not work at the frontline. Captured here are some learnings from supporting clients in scaling up these interventions to plants and on-the-ground sales and operations teams.
English is not the language of work for most frontline employees. Even for employees in managerial roles, while most of them appear to “understand” English well, expressing their views in English remains a challenge. To engage audiences at this level, programs must allow participants some flexibility on the language front.
Lack of interest and engagement in learning or other initiatives often stems from a perceived lack of relevance. Imagine a sales employee who is the sole representative of the firm in their location. Why would they be interested in a learning program on organizational culture if the focus is on typical dos and don’ts in an office setting? Contextualization is critical to engage this audience.
Contextualization requires a significant investment of both time and effort, as well as empathy and an audience-centric mindset. However, this investment can make a world of difference between success and failure of an intervention. Tailoring strategies to the unique needs and backgrounds of a specific audience enhances the likelihood of meaningful impact and makes interventions more relevant and effective.
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