We all know that compliance training is not only important, but also mandatory. Yet, learning leaders must ask themselves: Are current compliance training programs up to par with the needs of today’s workforce? According to Corporate Compliance Insights, 34% of employees admit to skimming training information and tuning out audio, and 49% admit to skipping or not thoroughly listening to their mandatory training.
Additionally, the 2020 Brandon Hall Group Compliance Training Study reported that 37% of organizations don’t prioritize compliance training. Whether it’s from a lack of time, technology or resources to offer an effective compliance training program, the results are the same — it hurts the business and its people.
So, instead of viewing compliance training as mandatory training, learning and development (L&D) leaders should emphasize the importance of compliance and make it clear to employees how proper training on the subject is necessary to do their job. Building an engaging and relevant compliance training program is just as important as having one in the first place.
Below are seven ways L&D leaders can build a more effective and engaging compliance training program:
1. Establish Clear Objectives
To build a compliance training program that’s relevant to an employee’s everyday functions, L&D professionals must first identify the objectives of the program. Instead of drowning employees in legal jargon, the focus should be on essential information relevant to their specific role. For example, employees should finish training with the knowledge of how to maintain compliance in their role, what actions to avoid, the consequences of non-compliance, how to help or report others who aren’t maintaining compliance and who to ask for help.
2. Design for Accessibility
Approximately 16% of the world’s population lives with a disability and business leaders have a responsibility to promote inclusion and long-term accessibility throughout the organization. Designing an accessibility-first training program is necessary. Given that certain training formats and interactive elements may not be universally accessible, L&D professionals must explore innovative strategies to create a training program that is inclusive to diverse learners to foster an environment where all employees can participate and benefit from the training experience.
3. Consider Interactive, Multimedia Learning
Moving past traditional slide-based or “click-next” training models, effective programs should embrace interactive, multimedia formats. By taking cues from the way the population consumes information nowadays, whether through podcasts, online articles, short videos or television shows, L&D professionals can build training content that is designed to suit these learning preferences.
4. Offer Microlearning Opportunities
Microlearning opportunities offer a solution to training fatigue. By breaking up training into bite-sized segments staggered over a few weeks or months, L&D professionals can allow for more manageable and focused learning. Microlearning can help boost learning retention, enabling employees to transfer and apply new skills in their roles effectively. It also can accommodate busy schedules and employee preferences.
5. Consider Gamification
Incentivizing participation through gamification is another way to encourage high participation and engagement with training programs. For example, L&D professionals can turn compliance training completion into a team competition or tie it into end-of-year reviews. In addition to making 88% of employees feel more productive, this approach can foster motivation and cultivate a sense of camaraderie and teamwork among employees, making the learning process more enjoyable and collaborative.
6. Lead by Example
The participation of leaders is a crucial aspect of an effective compliance training program. L&D professionals should encourage managers and team leaders to discuss training points during team meetings and integrate compliance reminders into regular communications to help reinforce the training’s significance. Leaders should also be available to answer questions or provide tips for the training program. Additionally, leaders should strive to lead by example and complete mandatory training on time, just as their employees are expected to do.
7. Collect Employee Feedback
Once a training program is rolled out, learning leaders should not wash their hands of it. It’s important to reevaluate the program according to employee feedback. By seeking feedback through surveys and evaluations, L&D professionals can improve the program to better meet employee needs and promote future engagement.
Building an effective compliance training program requires a shift from traditional, monotonous training methods to dynamic, engaging approaches that resonate with today’s diverse workforce. By considering the way information is consumed and integrating innovative solutions, organizations can ensure higher engagement while also equipping employees with the necessary knowledge and skills to maintain compliance, ultimately instilling a culture of ongoing learning and innovation.
