Language Learning in the Era of Remote Work: The Platform Revolution
Language learning is one of those training specialties that underwent a profound transformation during the pandemic and the shift to remote work. Both language schools and their clients had to rapidly adapt to the new working conditions. Language learning platforms seized this opportunity, recognizing the strong potential for growth and increasing interest in their products. These platforms became an appealing alternative to live online lessons with tutors, offering learners greater flexibility and the ability to tailor their learning experience to individual preferences and needs.
A New, Attractive Benefit—For Everyone
Before the widespread adoption of platforms, language learning was a benefit typically reserved for a limited group of employees. Due to high costs, it was usually offered to higher-level staff or specialists for whom a foreign language was an essential part of their job. Platforms have changed that landscape. While individual subscriptions may be costly, corporate licenses offer companies a real bargain. The cost of using a platform can be several times lower than traditional lessons offered by language schools. HR managers realized that by investing relatively modest resources, they could provide all employees with access to high-quality, useful, and practical learning tools. The decision was easy—especially since many traditional benefits lost relevance in remote work settings (like fruit days or team-building trips). Employees welcomed the change, as platforms offer multidimensional value: they can be used for work-related learning (like Business English) and personal goals (such as learning a rare language). It’s a classic win-win.
Platforms 2.0
The rise in online learning interest became a major catalyst for the development of language platforms. Month by month, they are becoming more engaging and technologically advanced. One of their standout features is personalization. The most sophisticated platforms begin with an in-depth test and questionnaire to assess the user’s knowledge and interests, enabling tailored content recommendations. Platforms have also become interactive—users can now participate in live conversations with selected tutors or join virtual classrooms with learners from around the world. These tools are available 24/7, allowing users to schedule lessons at times that fit their routines. A user in Warsaw or Katowice can take a lesson with a tutor from the U.S., the Philippines, or Argentina—choosing someone who matches their personality and communication style, which boosts motivation and learning outcomes.
Learners can now study specific dialects (previously difficult and expensive), business or technical language, or simply engage in casual conversation with fellow learners from around the globe. All of this, within a single app.
Platforms are constantly being refined and made more attractive. They use AI algorithms to recommend timely, relevant content from some of the world’s most reputable media sources. This not only boosts motivation but also makes learning more efficient—discussing current social issues in the U.S. or the latest management trends is far more engaging than reading outdated textbooks.
Platform content libraries are also expanding—leading platforms now offer instruction in 40–50 languages, including rare ones like Chinese, Arabic, or Norwegian. This responds to users’ evolving development goals—especially as hybrid work models have given people more time to pursue long-delayed personal ambitions. Platforms are available as both web tools and mobile apps, meaning users can study anywhere, anytime—making learning even more efficient.
What About Discipline?
One major concern about language platforms has been effectiveness. In-person interactions tend to foster stronger accountability than interacting with a device. Does that mean platforms are inherently less effective? Not necessarily. Pandemic realities changed how we work. With remote work becoming the norm, managers became virtual presences—and employees had to learn self-discipline and time management. This shift in responsibility actually supports the development of remote learning tools.
Moreover, platforms are now so engaging that using them feels less like a chore and more like a stimulating experience.
What’s Next?
Language platforms are unlikely to fully replace in-person learning any time soon. Rather, they will complement offline models. For many people, direct interaction is still vital—especially for motivation and discipline—and digital tools can’t fully replicate that. In-person lessons will likely become a premium benefit for a smaller group of high-level employees, and companies will be more strategic in how they allocate these resources.
Language platforms, on the other hand, are poised to become one of the most important employee benefits—on par with medical or sports packages. They’ll continue to evolve, expanding both in content and functionality. In the near future, it will be increasingly possible to earn formal language certifications via these platforms—something once reserved for in-person schools.
Ultimately, platforms are democratizing access to language learning—a clear benefit for both employees and companies. Users value their versatility: access to current materials, live interactions with other learners, and collaboration with tutors around the world. Thanks to advancing technology, these tools will become even more engaging and effective. One final, powerful advantage: mobility. With access available anytime via smartphones, platforms are incredibly convenient—a key asset in today’s increasingly flexible working world.
Career Paths as a Strategic HR Tool
Attracting and retaining valuable specialists is now one of the key factors in building competitive advantage. A well-planned HR strategy is essential—it enables the organization to achieve its goals and creates clear development perspectives for employees. One of the most important tools in this strategy is the career path model.
Career Paths—What Are They?
Building career paths means creating employee development models within the company’s structure and resources. These paths align organizational capabilities and resources with the potential and predispositions of each team member, outlining tailored scenarios for everyone. They can be horizontal (involving changes in responsibilities or roles) or vertical (promotions). Career paths are crucial for executing strategic business goals and act as a growth driver for departments and the organization as a whole. What does the process look like?
Step 1: Conversation and Analysis
Many companies turn to external consultants to design or refine their career path systems. Aside from their expertise and experience, consultants offer an external perspective—making it easier to identify problems that may be invisible to internal stakeholders.
The dialogue between consultant and organizational leader covers a wide range of topics—business strategy, organizational structure, personnel management practices, and internal relationships. The goal is to answer several key questions: Where do we want to go? What needs to change, and on what timeline? Where are the development opportunities? What skills are essential to achieve our goals? Do our people have those skills?
Answers to these questions form a picture of the organization and help define the desired employee competency models—those necessary to achieve expected results.
Step 2: Getting to Know the Team
To establish meaningful career paths, companies must first understand their teams and prepare them for the process. This involves individual conversations with employees and their managers and an analysis of available resources. Consultants use various tools, including hard and soft skills matrices. Psychometric tools are also invaluable—such as Ornsson Solutions’ preferred method, Lumina Spark. Based on the Big Five Personality Model and Jungian psychology, it is unique in its multidimensional, non-categorical approach—allowing the discovery of non-obvious skill combinations.
With it, a high-performing, results-driven salesperson may be seen as a future team leader. A charismatic PR professional may need support in structured reporting when promoted. An individualist learns to draw on team energy, while a micromanaging manager discovers the value of delegation. A technical consultant may see that developing soft skills and customer relationships is as critical as deepening technical knowledge.
Step 3: Decision-Making
After the competency audit comes the time for individual decisions. Based on the insights gained, unique career paths are defined for each person, creating a cohesive resource network aligned with the company’s goals. This also leads to targeted training plans in areas requiring further development. Importantly, career goals must be realistic and achievable—too distant targets can be demotivating.
A comprehensive team skills audit may also reveal talent gaps—providing clear signals to HR to strengthen missing links.
Change management plays a vital role—people react differently when pushed outside their comfort zones. Some are enthusiastic (seeing opportunity), others neutral (waiting to see), while some resist. In some cases, resistance may block progress and must be acknowledged as a critical signal. This doesn’t always mean letting someone go. A revised scenario might redirect that person’s expertise toward onboarding new team members instead of a promotion.
Managerial reactions can also be tricky. Some managers may fear that others’ career growth threatens their positions. HR’s role is to communicate that succession isn’t guaranteed—but having a successor makes promotions easier. The company’s strategy may involve new markets, branches, or team expansions—creating a need for leaders with similar competencies.
Staying in place may feel safe—but only change drives development. It’s the leader’s role to consistently remind the team of that truth.
Benefits for Employer and Employee
Strategic HR, with career paths at its core, brings measurable value. It creates development conditions essential for business growth, improves profitability through increased efficiency, and reduces turnover. Thoughtful succession planning limits the need for external hires for senior roles.
Career pathing also boosts employer branding—demonstrating that the organization cares about employees and invests in their growth. This is crucial in attracting top talent.
Employees also benefit. They gain lasting skills, understand the company’s intentions, and feel valued. Clear expectations make the relationship predictable—and predictability builds a safe, supportive work environment where people can perform at their best.
