In Part 1, we looked at how to build a sensible measurement philosophy for language training using KPIs and the Global Scale of English (GSE). We’ve established that language programs shouldn’t be treated as a calendar entry, but as a strategic lever, and that independence, granularity and credibility are the secret sauce.

Now it’s time to move from how to why: how these datapoints translate into tangible business outcomes, and how to make sure your investment in English doesn’t just look good on slides but actually delivers value when the CFO walks in.

From measuring to meaning: translating KPIs into ROI

Let’s be blunt: only a reckless stakeholder invests without expecting a return. Weighing costs and benefits, however, can get tricky. Without some operational clarity, ROI quickly becomes either a fairy tale or a labyrinth, both of which are bad news in risk-averse corporate cultures.

From a client’s perspective, it’s vital to include all components in your calculation: direct delivery fees, platform access, materials and, ideally, a provider capable of offering the full package. And please don’t forget the indirect cost of time. Two hours of lessons per week equals more than 100 hours per learner per year. Add the asynchronous learning that every serious learner contributes, and we’re suddenly talking about real numbers.

If you skip that, the ROI will look spectacular on paper until someone performs a reality check and the budget line gets a little uncomfortable. If you’re an L&D manager reading this, add sensible estimates for coordination and reporting. Ideally, your provider helps you keep those to a minimum. At choices®, which provides language services, we see this as part of the service rather than a side quest. Trust me, it saves everyone time and sanity.

The integration of AI tools into workplaces around the world is starting to change the way people communicate professionally. Research suggests that the use of AI to help draft documents and emails is driven not only by convenience and efficiency but also by a desire to be clear and precise in language.

While potentially useful, tools to translate, generate, or ‘correct’ written text won’t help with the effectiveness of the verbal communication that powers business relationships.

Did you know that improving your English proficiency can increase earning potential by up to 50% and safeguard your career against AI? Recent research by Pearson highlights that English is not just a skill but a career-defining advantage in today’s globalized workplace. For millions of adult learners, the journey from the classroom to the workplace requires more than general conversational abilities—it’s about gaining targeted, job-ready skills as quickly as possible. For English language educators, understanding what “job-ready” English is and how to identify “job-ready” skills can provide a significant advantage in ensuring learners are prepared to communicate effectively and collaborate with their future coworkers.

That’s where the Global Scale of English (GSE) Job Profiles comes in. For educators and program developers, it offers a bridge between real-world job skills and the English learners need to perform them. Whether you’re creating programs for nursing assistants, hospitality workers, or IT professionals, this tool ensures that learners build the precise English skills they need to thrive in their roles.

Let’s walk through how to create a GSE Job Profile and explore its practical use for building programs that align with today’s professional realities.