Is Your Compliance Training Motivating Behavior Change? (Or, Not)
We live in an era of public shaming where unethical or noncompliant behavior can rapidly ruin a company’s reputation.
Smart, forward-thinking companies are beginning to approach compliance training very differently. In 2017, 86% of organizations expressed intent to improve their compliance training. Rather than putting out the dreaded 30-60 minute PowerPoint presentation and measuring success through completions, these companies are:
- Aligning training with business goals and objectives
- Designing training to be engaging and based on real-world scenarios
- Personalizing compliance training programs for roles and individuals
- Inspiring with technology that enables compelling and varied content delivery
Take this 6 question assessment to compare your training against peer programs. In addition to real-time comparisons, you will receive the final report and analysis that will show you how other organizations are evolving their compliance training.
CAN YOU AFFORD INEFFECTIVE COMPLIANCE TRAINING?
You have finished the Compliance Assessment. Below are some recommendations for each aspect of compliance training.
What results are you measuring for this course?
A recent study states that 96% of learning and development leaders are searching for ways to improve data gathering and analysis on training and that only 17% currently measure impact.
In reality, all of these measures are critical. Meeting learning objectives is important, but does not necessarily translate into tangible results that benefit your business. Establishing outcome measures that align with business objectives ensures you have the information you need to determine where your training is working, and where more innovative approaches may be needed. If you aren’t measuring impact on business objectives, your training may not be as effective as it could be.
How does this course motivate employees?
Given the consequences of non-compliance, it’s no surprise that more companies are going beyond the old approach of putting out a PowerPoint and just hoping it works.
It just isn’t enough to know what to do – effective compliance training ensures that employees are motivated to put that knowledge to practice. So, all of these factors should be incorporated into your compliance program.
A bit of extra good news. Motivating employees to act ethically is also one way to generate employee loyalty. In a recent study of millennials, 62% are willing to take a pay cut to work for a responsible company. We don’t recommend you slash the paycheck, but do let them know you take compliance to heart.
Does your course help employees understand the relevance to their work?
"What does this have to do with me?" Far too often, learner engagement bombs from the very the beginning because participants don’t see why it matters. Using a mix of these tactics shows them how an investment in compliance can help them be successful in their day-to-day job.
All of which depends on you knowing your audience. Before designing the training, you should understand your learners’ roles and responsibilities, challenges, experience levels, level-of-knowledge and other information that can be used to personalize the experience to their needs.
While we don’t necessarily recommend using each one of these tactics in every course – you’ll want to consider which are needed to ensure the course explains it’s relevancy. If you don’t, learners are very likely to disengage.
What is the primary means the training is delivered?
While attention spans are dropping and information needs are increasing, there is no “correct” length for training. The format and medium for the course need to be matched to your goals and your audience.
However, there is a reason that micro-learning is the catch phrase of the day. The modern learner has just 24 minutes per week, or 4.8 minutes per day, for learning, according to Deloitte. That’s just 1% of their time, so absolutely every minute needs to count.
Learning in short bites drives better retention, 22.2% better in fact, according to this study. Microlearning is also perfect for filling in those short gaps that people have during the day – so that you get every one of those 24 minutes.
What components make up your compliance training?
First, consider the changing learning environment.
- 67% of people now use mobile devices to access learning.
- Social learning approaches have a 75:1 ROI ratio over web-based training.
- 80% of learners claimed learning would be more productive if it were more game-oriented.
With these statistics, a growing percentage of our customers are answering “yes” to all of these tactics. That’s driving better retention and performance results. Technologies are creating more options; virtual reality and wearables are emerging as effective instructional tools.
We do recommend offering performance support, or just-in-time information, for compliance training. It is well known that we forget 80% of what we learned within 30 days. Without performance support ask yourself, which part of their compliance training are you willing to let them forget?
How engaging is your content?
New and changing regulations means new learning requirements. The entry “Chronic Fatigue Syndrome” in the Urban Dictionary describes how employees see the state of affairs:
"A state of chronic fatigue induced by having to constantly maintain compliance with the ever-increasing variety of rules, regulations and processes created by middle management bureaucrats in both public and private organizations."
- The Urban Dictionary
Making content engaging is the key to overcoming the associated apathy. In addition to making it accessible on mobile devices and making the content “right-sized”, bringing your creative and visual storytelling powers, incorporating immediate feedback, and keeping it organized are tactics that can keep your reader engaged.
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