Research shows that there are several reasons why the very thought of compliance training triggers negative emotions in employees. We discuss some of the reasons for this response.
Relevance and context: Training content is often not relevant to the employees’ specific job nor does it apply to their daily tasks. Without clear alignment to their job roles, employees see training as another tick-box exercise. When the purpose and importance of compliance training is not effectively communicated, employees may not understand its importance and readily disengage.
Mandatory nature: The perception of forced training creates resistance, with employees preferring to spend their time on tasks they see as more directly valuable to their roles. Repeated compliance training sessions, particularly when the content doesn't change materially, often leads to frustration and a lack-lustre approach to approaching the training task. Additionally, long presentations and reading though difficult material can be disengaging.
Overemphasis on punishment. Although the need for action for compliance failures is understood overemphasis on such measures often has the opposite effect to that intended, creating a negative, fear-based learning environment, not conducive to learning.
One-size-fits-all approach and monotonous format: Although designed to apply to a wide range of employees, generic content does not feel relevant to individual roles. Without interactive elements, such as quizzes or practical exercises, employees struggle to stay focussed and engaged.
Disconnection from the real world. If the training doesn't clearly show how the information applies to employee daily tasks or lacks practical application, it can feel disconnected from the employees’ actual work experience.
Content and information overload. Compliance training often relies on straightforward information delivery and content overload instead of delivery techniques that are more engaging.
Poor timing and frequency: Training session are often infrequent and scheduled at inconvenient times, which reduces the impact of the training.
Storytelling can make training more engaging by presenting the information in a narrative form that is easier to remember and relate to.
To improve employee perceptions on compliance training, organisations and learning specialists need to consider the following elements
Relevance
Tailor the training content to be more relevant to specific roles and departments, showing clear connections to employees' day-to-day responsibilities with real-world examples in the industry.
Engaging formats and storytelling
Tell me a story, please. Use stories and scenarios to illustrate key points and make the content more relatable and memorable. Use elements such as infographics, video clips, polls, and quizzes to make the training visually appealing.
Clear communication of purpose
Clearly explain the importance and benefits of the training, both for the organisation and for the employees. Highlight real-world applications and consequences. Explain WIIFM (What’s In It For Me) so that the employees have context for the content.
Shorter, manageable units
Break the training into shorter modules that can be completed over time, making it easier to fit into busy schedules. It can also be completed over time rather than in one long session.
Positive reinforcement
Use positive reinforcement, such as recognition in team meetings and positivity ratings to share compliance-related information in huddle sessions.
Feedback and interaction
Encourage questions, discussions, and feedback to create a more meaningful discussion on compliance topics in general.
At FCRMC, we incorporate the above-mentioned elements, making compliance training engaging and effective, helping employees to better understand and apply the critical information being presented to them.
Compliance training should be top of mind and employees eager and interested in the new regulations and guidance to function optimally in their roles.