Why Fluency Isn’t the Goal. What to Aim for Instead.
In corporate language training, “fluency” is still the holy grail. It’s the word that dominates language training marketing. You’ll see lines like “Master English fluency for global success” or “Speak fluently in any situation.” They sound motivating, but they’re vague.
Ask ten people what “fluency” means, and you’ll probably get ten different answers: smooth pronunciation, perfect grammar, using idioms naturally, or “sounding like a native,” etc. None of these definitions match the reality of most workplace communication.
A German engineer giving a project update doesn’t need native-level grammar. A Japanese marketing manager doesn’t need idioms in a budget meeting. They need to complete tasks, communicate clearly, and get things done.
Chasing the elusive “fluency” encourages perfectionism, slows people down, and reduces productivity. Employees aren’t talking to native speakers anyway. They’re speaking to other non-native speakers across national borders and time zones. In other words, what matters most is whether they can perform the communication tasks their jobs demand. They don’t need to be perfect if their counterparts struggle to use the language. Nobody knows what fluency sounds like; they do not care!
When learners are told their goal is “fluency,” it’s like being told to walk toward the horizon. You never get there, so your motivation drops. The pursuit of progress feels unattainable.
A much better approach is to focus on specific goals and tasks, allowing for a more targeted training method. For example, “Give a clear update in a stand-up meeting” or “Write a short summary email after a call” are bite-sized functional learning outcomes that are measurable, achievable, and directly tied to real work.
Even widely accepted frameworks like CEFR aren’t enough on their own. “B2” tells you something about grammar range and accuracy, but not whether someone can lead a client call or handle a difficult Q&A session.
That’s why functional benchmarks matter more. Training should be designed around the real-world tasks learners need to perform:
Fluency still looks good on paper. However, it’s a vague, moving target in the real world. Focus on achieving functional goals and prioritize getting the job done over perfectionist ideals like fluency.
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