Although most workers should undergo compliance training, accounting for a substantial chunk of an employee’s learning, businesses expect little in terms of results. Most organizations regard compliance training as a process of interaction focused solely on completing tasks and checking boxes. Only a few see compliance training as a means to promote employee development.

Compliance training is not typically designed in the same way as other learning programs, i.e., with a focus on attempting to engage the learner and driving behavioral responses; therefore, the organization does not expect results beyond the finish. 

But various platforms like HSI assist with making compliance training solutions more than a task to tick off from the list for businesses across all industry types. 

There are multiple ways to create an engaging training experience for your employees, and some are listed below.

Connect Compliance Training to Company Objectives

Employees are expected to devote the same amount of time to compliance training, but they are seldom required to demonstrate behavior or performance changes. This is a missed learning opportunity. The company should expect more outcomes and performance if we expect employees to devote time to compliance training.

The organization must be able to explain to learners why a specific training program is essential to the company. The goal of industrial safety training, for example, should not simply be to complete the training because it’s mandatory. It should be that technicians are safe and efficient while saving the organization a lot of money through performance and accident reduction and improving the workplace.

Make Compliance Training More Attractive

Since the programs are required for compliance, they do not have to be long and complex lessons or complicated eLearning modules. The assumptions underlying how learners understand continue to be relevant in the context of compliance training. Using a broader range of modalities with time for thought and practice can assist you in achieving your objectives while also doing a good job communicating information and evolving attitudes. 

Unless strictly stated by an outside regulatory authority, the process by which someone achieves compliance could be almost anything. Suppose an employee can prove the necessary skills or knowledge required for compliance. In that case, those skill sets can be taught through video content, games, micro-learning, or any other appropriate technique for the subject matter and audience.

Make Compliance Training Effective

Another criticism of most compliance training is frequently repetitive and meaningless. To make compliance training more meaningful, businesses can use the same tools and techniques they use for other training areas. 

Leveraging assessments to evaluate previous knowledge can allow companies to “measure out” some training and save time in programs that are no longer needed. 

Companies should also carefully consider the intended audience for some compliance programs. Many businesses take a blanket approach to ensuring compliance, providing everything to everyone to obtain the most comprehensive coverage. Wherever possible, being more targeted minimizes duplication and uselessness.

Make a Commitment To The Organization

A company cannot hope to have a robust learning culture if these strategies are not employed for compliance training. They imply that, whatever the perspective, purpose, and plan for development and learning, they are interchangeable and do not always pertain. 

This weakens the message and restricts L&D’s potential to integrate learning into the organization’s strategy. As previously stated, compliance training is frequently the first learning opportunity for new employees. It is challenging to convince learners otherwise if the compliance training programs do not illustrate the organization’s commitment to training.

Bottom Line

Compliance training is one of the first learning opportunities an employee has. It could include standard procedures, employee guidebooks, sexual misconduct training, or job-specific training. However, compliance training is generally monotonous and boring, with no strong correlation to the company or the learner. This prepares employees to become disconnected from learning even before participating in another curriculum. However, by making compliance training meaningful and connected to organizational goals, you can transform compliance into an engaging experience that employees will love.