4 Ways To Make Compliance Training More Impactful

The modern workforce is diverse and has been witnessing a constant state of growth with each passing year. But there’s one area in which companies are still struggling to adapt: compliance training. The fact is, in the modern business world, compliance training needs to go beyond basic rules and regulations in order to ensure that employees are making safe choices in their day-to-day jobs.

Today, we’ll explore how you can make your compliance training programs more impactful by meeting the needs of all employees with personalized content that resonates with them.

#1. Adapt social learning

In the case of e-learning, even remote learners can benefit from online discussion boards and social tools to interact with their peers. This is possible with the use of tools like Absorb Training.

A course that is designed to blend individual and group learning may be much more exciting. Individuals can benefit from one another’s insights and experiences, which may help them surmount any barriers they might encounter.

Apart from blended learning, making one’s training more interactive is an ideal way to reinforce concepts and stick them in people’s minds. Having learners answer questions periodically is a simple way to do this.

A learning management system can also provide multiple-choice quizzes, which improve skills, knowledge, and understanding of compliance principles.

#2. Reward progress

Changing people’s behavior, knowledge, or both is the goal of compliance training. And to induce change, individuals must be inspired. This implies that one can’t just deliver the same information year after year.

Employees are much more motivated when they’re rewarded for their personal development achievements. Valuing one’s effort is much more efficient than praising someone for their stats.

By establishing a method in which learners are responsible for their own learning, one can make the process both difficult and exciting. It’s also critical to recognize employees’ efforts and achievements.

The use of learning management systems can assist with this, since learners may have their own portals where they may keep track of their learning; be given reminders, and get certificates upon completion of assignments.

It also allows one to make reports based on the learner’s development so one may reward and encourage them as they go through their education.

#3. Keep your training up to date

Compliance fatigue is a serious issue for many firms. The good news, though, is that there’s a lot you can do to enthuse and engage your personnel in the necessary training to maintain a law-abiding staff. Training must be updated on a regular basis so that it remains on current terms.

For example, the use of micro-learning modules, news stories, and interactive scenarios can help one keep the training fresh. Learners also need to see that they’re being trained for a reason, so it’s best to link your compliance messages into real-life scenarios.

A good learning management system provides a method to track and monitor the progress of learners, individuals, or teams. It will also enable you to schedule reports and updates on your training program.

#4. Make it practical

The best compliance training will not only increase knowledge but also induce behavior change, so it’s critical to make your program practical. Doing this is quite simple when you use case studies in the training sessions because they are great examples of what you want learners to do.

Generally speaking, an effective way of delivering practical information is by having a dialogue with learners. This can be done through the use of virtual trainers, peer-to-peer learning, and blended learning approaches.

In addition to case studies, it is also important for learners to have a clear understanding of their responsibilities as part of an organization’s social compliance commitment. Examples may include information on what they should do when they see a violation and how they should report it.

Conclusion

Compliance training is a necessity for any organization but one needs to make it insightful to get the most out of it. Until you start delivering your training in a more customized and consumable way with a material that people really want to learn, and leaders who support the rules and regulations outlined in your course, it won’t be fixed.

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