THE CHALLENGES OF COMPLIANCE TRAINING

Most employees typically don’t embrace their compliance training with open arms. And that’s putting it mildly. In fact, most employees do their best to avoid it or find ways to suffer through it.

 

Most employees typically don’t  embrace their compliance  training with open arms. And that’s putting it mildly. In fact, most employees do their best to avoid it or find ways to suffer through it.

So what’s the issue?


Every day we’re inundated with information. From the moment we start our days, we have to answer emails, review information and complete all the various tasks associated with our jobs. It’s definitely a challenge to keep track of it all. On top of all that, we are told that we have to do compliance training.

Aren’t we already busy enough and overwhelmed with the everyday flurry of activities without you wanting us to do something that, frankly, just feels like a waste of time?

However, compliance training still has to get done and there must be a good reason to do it. Let’s face it; there wouldn’t be hours of eLearning on compliance topics if there weren’t good reasons for it.

One of the main reasons that organizations develop training is to meet compliance regulations. Let’s be honest, organizations really do need to tick off a lot of boxes. Compliance training is essential and seldom done effectively by more traditional methods.


What are the solutions?

 

1.    Before you start a training program 2.    Choose a right eLearning partner whose platform meets the following criteria:

To make the creation process seamless and reduce the risk of error, be sure to ask them these questions:

•     What is the risk?
•    Why is this important now? What’s changed from how we were doing things yesterday?
•    Are we already beyond risk and in trouble? What can we do about that (which may have nothing to do with training, but that shouldn’t stop you from trying to help)?
•    What are the consequences? How likely are they? What will they cost us? What will be the consequences for everyone concerned?
•    What happens if we do nothing (compared to the cost of the potential consequences)?
•    Who needs to do something differently? What exactly do they need to stop/start/do differently?
•  What are the mistakes that we’re making that we don’t realize? Why are they mistakes?
•  How will we know we’ve reduced the risk? (Again, not something that a training intervention could hope to answer on its own, but you need to be part of the solution).
•    Who should people talk to if they’re unclear about what to do?

 


•    Compelling content: the content interactive and engaging giving your learners opportunities to participate. The content should be contextual, realistic, unusual, concrete, human, easily accepted and discovery-oriented. With creativity, learning can mimic a good story. Rather than having a plain screen with questions. The content should incorporate situations that the learner might face on the job in real life.

•    Scientific Instructional design: Academic consistency and psychology appropriate play an important role to make lessons more approachable, easy catching and absorbable.

 

 


 3.    Communication


If you’re aiming for lasting behavior change, it helps to provide a continuous learning experience. Most of us don’t change our behaviors after one viewing of a commercial or reading one news story: Behavior change takes time. Advertisers know this well and it’s why organizations are willing to spend so much on marketing.

Start thinking more like an ad agency. Design programs that communicate consistent and clear messages through a variety of channels on a regular basis. Even if your learners have taken your eLearning, let them see the key themes and messages throughout their day in the form of posters, and email reminders, and links to short video that reinforce what needs to happen. Lather, rinse, repeat. Reinforce, repeat, remind.

Compliance communication campaigns are crucial to long-term success that goes beyond box-ticking. However, sending an email every couple months hardly constitutes as a campaign, so be honest with yourself here. Are you really delivering a thoughtful campaign? Also, what incentives do employees have for paying attention?

Though, email appears to be a popular delivery method, it may not be the best. Be sure to measure open and click rates. Have a call to action and make it voluntary to see who is really paying attention.

If you are sensing that one particular communication channel is being overused or getting stale, consider new tools or experiences to mix it up. Better to adapt than to continue delivering content to a disengaged audience, or, worse yet, a non-existent one. Get a clear understanding of your employees and their preferences. Are they more likely to respond to an email, a meeting announcement, a “lunch & learn”, a poster in the hallway, a competition? Be proactive in understanding what they are most responsive to.
 

4.    Let People Collaborate

 

 

5.    Engage Leaders Differently

Compliance needs to be shared and aligned with strategy and company values in order for a company to be successful.


•    Create a community discussion page: Keep conversation flowing through consistent updates and moderation.
•    Ask guest bloggers to contribute: Then pose discussion questions related to their post.
•    Keep tabs on popular apps: Watch them and see how you can incorporate similar tools into your solution.
•    Build social tools into your LMS: Ask for quarterly feedback through surveys and questionnaires.

It is very difficult to enforce policies and regulations when leaders aren't following them. That is why it is so important to develop company managers and leaders because they have so much influence over employees.


•    Develop special workshops for managers and leaders: Their roles are unique. They have greater responsibilities and pressures unique to their positions. Give each of them a stake in company compliance training that makes it necessary for them to proactively lead and communicate with their teams.
•    Create incentives and recognize employees: If team members go "above and beyond" to live out company values, let them know about it. We thrive in environments that recognize out good work. Not only that, but it also tells other employees that good behavior is noticed.

 

 

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