Mobile apps have also suffered from a serious case of progressive bloat.
Consider that 50 megabyte wireless plan will cost a Brazilian more than 30 hours of minimum-wage work to afford. And let’s suppose your mobile app weighs 80 MB, which is what Instagram comes in at on iOS. Do you really want your customers to blow through their data plans simply because you did not have a weight limit when you began creating your app for emerging markets?
It’s not uncommon for users in markets where wireless costs are expensive to switch their phones off whenever possible. And seek out free wifi networks.
And it’s also no surprise that Instagram, following in Facebook’s well-worn path of world domination, has launched a “lite” app.
Uber also now has a lite app, which is comparatively still overweight, at 3MB. The app was designed in India and, like the Facebook apps, is designed for Android.
Android is key here because it is the dominant OS of emerging markets and slower wireless networks. It’s important to stress that designing a lightweight app is step one. Equally important is helping users make the most of their limited (and often expensive) wireless connections. That’s why maps on Uber Lite are deactivated by default.
For the 2018 Web Globalization Report Card, website weight is one of the many metrics used when benchmarking websites. Which website comes in lightest overall? Wikipedia.
One reason for this — not just a strict focus on text and limited bells and whistles. But also no tracking codes. And no ads.
I’m excited to announce the publication of The 2018 Web Globalization Report Card. This is the most ambitious report I’ve written so far and it sheds light on a number of new and established best practices in website globalization.
First, here are the top-scoring websites from the report:
For regular readers of this blog, you’ll notice that Google was unseated this year by Wikipedia. Wikipedia, with support for an amazing 298 languages, made a positive improvement to global navigation over the past year that pushed it into the top spot. And Wikipedia, due to the fact that it is completely user-supported, indicates that there is great demand for languages on the Internet — and very few companies have yet responded in kind.
Google could still stand to improve in global navigation, as could Facebook.
Other highlights from the top 25 list include:
Consumer goods companies such as Pampers and Nestlé are a positive sign that non-tech companies are making positive strides in improving their website globalization skills.
As a group, the top 25 websites support an average of more than 80 languages (up from 54 last year); but note that we added a few websites that made a big impact on that average.
Luxury brands such as Gucci and Ralph Lauren continue to lag in web globalization — from poor support for languages to inadequate localization.
The average number of languages supported by all 150 global brands is now 32.
The data underlying the Report Card is based on studying the leading global brands and world’s largest companies — 150 companies across more than 20 industry sectors. I began tracking many of the companies included in this report more than a decade ago and am happy to share insights into what works and what doesn’t.
I’ll have much more to share in the weeks and months ahead. If you have any questions about the report, please let me know.
Congratulations to the top 25 companies and to the people within these companies who have long championed web globalization.
The dream is profound — a global company united by one language. Employees communicating freely with one another across border and culture, improving productivity and sharing of ideas.
The reality, however, is quite a bit messier than the dream.
But that doesn’t stop CEOs from dreaming.
Such as Hiroshi Mikitani, the CEO of Rakuten, Japan’s leading ecommerce company (and one of the largest by revenues globally). Here is a screen shot of the Rakuten Japan home page. The company is often referred to as the Amazon of Japan.
In 2010, Mikani announced that the company’s 10,000 employees (90% of whom were Japanese) would transition to English over the next two years, beginning that day. Professor Neeley had a front-row seat to this massive transformation, covering it over a period of five years, resulting in The Language of Global Success.
If you have any interest in the globalization of companies, this book is an absolute must read. Neeley had full access to Rakuten employees. She conducted surveys and interviewed staff in Japan as well as parts of Asia, Europe, the US and Brazil. And she has spent many years studying not just Rakuten but other English-only multinationals, such as Siemens and SAP.
The author successfully captured the cross-border and cross-cultural tensions that I often witness in my consulting engagements. And the anecdotes she collects from this 5-year Englishnization project are entertaining. For example, when an American Rakuten executive hears the big English-only announcement, he exclaims, “Thank God he picked my language.”
But the Americans eventually realize that a common language comes with unexpected challenges. As the Japan HQ becomes more English-literate, it is better able to translate its corporate culture (and rules) to all local offices. Eventually, a phone-book-sized employee manual arrives in the US office, detailing such requirements a wearing your ID badge in a specific location at all times. One can imagine how the American employees felt when they were faulted for employee badge infractions, something trivial to them but not at all trivial to HQ.
In the end, everyone became expats during this transition; Neely identifies three categories:
Linguistic expats: Japanese employees who now feel lost in this new language environment
Cultural expats: Employees who may be fluent in English but lost within this new global (Japanese) corporate culture.
Dual-expats: Employees who are not native speakers of English nor native to Japanese culture, such as employees in Europe.
Dual expats turn out to be the best positioned to adapt to the new “global” culture. After all, they were dealing with a mixture of languages and cultures from day one and felt no loss of status or control along the way.
Englishnization vs. Americanization
The choice of language is both obvious and contentious. English has become the informal second language of the world, but it’s important to differentiate between language and culture. Just because Rakuten chose the language didn’t mean the CEO wasn’t also choosing American or Western culture. Though he was clear that he hoped there would be a change in corporate culture within Rakuten (less conformist, more entrepreneurial), which I’m not sure occurred. By the end of the book, Rakuten is still very much a Japanese company, but one that speaks English.
And I would suggest, in the interests of fairness, that native-English speakers be required to pick up a second language. Perhaps Spanish, for the American office. Doing so would send the message that English isn’t the “best” language, simply the most practical for a global company.
Key takeaways from the book include:
If your CEO isn’t fully committed, forget it. There is no doubt that had Mikitani-san not pushed and pushed during the transition that this effort would have been a failure. It’s not simply a matter of sending out a memo. The CEO offered to train employees himself at one point.
A common language is not the same thing as a common culture. In fact, a common language will illuminate cultural challenges to a degree not before fully seen or understood.
Cross-cultural training should also be included with language training. People need to understand the differences between collectivism cultures (such as Japan) versus individualism cultures (such as the United States.
Employees must have a shared vision of becoming a global company, no longer an assortment of local companies.
The bottom line: Was it worth the trouble?
The CEO says it was, and many employees agree. But productivity suffered along the way. And one could argue that Rakuten did what was inevitable for any global company.
The company has grown over the past five years and is better positioned now to recruit global, English-speaking talent. And the cross-fertilization of ideas between different geographies is now evident, a big plus, and perhaps the greatest upside of all.