Your Questions Answered: How to Make an Impact with Risk-Based Compliance Training | NAVEX
An organization’s approach to compliance training is a central part of the overall message about corporate values, ethics, and responsibilities to all employees. When you first join an organization, the required trainings outline the company values, introduce the code of conduct to the employee, and provide a knowledge base. For existing employees, they serve as permanent cultural contact points to reinforce these values.
In addition to the positive cultural impacts of a strong training program, many organizations are mandated to provide ethics and compliance training. Implementing an impactful training program means moving beyond the “check the box” mentality of simply offering courses that address required course material.
For training to “stick”, organizations need to consider:
- How does the workforce access training?
- What are the barriers to effective training?
- What industry or organization specific training should be offered?
- Do people leaders hold their teams accountable for training?
- Is the training program flexible, relevant and engaging?
- What training do I need to take to shape the culture and drive the desired behaviors?
The list above is by no means an exhaustive list, but it is a starting point for organizations to consider whether compliance training programs are truly effective. Given the complexity of attracting, retaining and managing hybrid and remote talent in today’s environment, the need for mature training has never been clearer.
Recently, Ingrid Fredeen, VP and Senior Product Manager, NAVEXEngage and Megan Torrance, CEO and Founder of TorranceLearning hosted a online seminar on this topic, and as a follow-up, answer your most pressing questions about how to make an impact with risk-based compliance training.
In our experience, training programs aren’t the only reason people quit – but they certainly help create an environment of learning, respect, and professionalism that can increase engagement and reduce turnover.
We can often help the company distinguish between training and communication by asking why people aren’t doing what they should be doing. Is it a lack of memory or knowing how to do it? It could indicate communications.
Or are they learners who need to understand the risk zone or practice behaviors in order to improve and gain confidence over time – these point to training solutions.
Megan Torrance suggests Cathy Moore’s Framework “Will Training Help” to help answer this question.
Some organizations have segments of the workforce that struggle to adopt technology. This presents an opportunity to develop some foundational skills that can help staff engage with work now and develop their skills and competencies for the future.
We recommend that organizations take a learner-centered approach to solving this challenge and uncovering the root of the problem. Are they struggling with a lack of skills? A lack of computer equipment at work? Bad user experience in the learning interface? Weak language skills? Is there a lack of confidence in trying new things? Each of them will guide you to a different approach to solving. Once online, a great user experience in the learning environment helps clarify instructions.
Finally, it’s important to keep the learning experience simple for your employees – this includes how they access the course and how they navigate the course. Overly complex solutions can be overwhelming for some learners, and some learning methods (such as gamification) can create negative learning experiences.
We find that learners really appreciate an adaptive approach – it saves them time and respects what they already know. Adaptive learning in compliance is a relatively new concept – and one that lawyers, HR professionals, and compliance professionals may not be ready to fully implement. If this is the case and you find yourself trying to get support for it, consider starting small.
First, look for adaptive solutions designed to ensure that certain content is seen by all learners, and look for a solution that lets you choose how much content a learner can skip.
Then choose a topic that poses a low risk to your organization and if possible a topic that employees have already been trained on (so they already have a certain level of competence). Be prepared to collect feedback from employees on their experience (what they liked and what they didn’t like) and whether the training was more engaging than regular training.
Also be prepared to explain how adaptive courses align with key organizational goals (a great employee experience, reduced work time, improved behavioral outcomes, rapid retraining needs, etc.) that will help with advocacy in favor of adaptive learning, as well as emphasizing that “more training” especially on subjects already known and followed, is not necessarily better.
Compliance training should be more robust than a generic “off the shelf” training experience, whether online or live. Learning is a continuous investment of time and resources. Learners in your organization come from diverse backgrounds, demonstrating a wide range of existing knowledge and experience. This diversity is a tremendous asset and should be supported by training that can reach learners in a variety of ways.
Micro-learning and tailored training opportunities help deliver content that will stick, without taking longer than necessary. NAVEX also offers a selection adaptive learning course that provide tailored learning experiences that tailor content to the individual being learned based on their performance throughout the course. Combined, these approaches to compliance training help meet your learners where they are and increase engagement and material retention.
Learn more about making an impact with risk-based compliance training: