Personalization in Training: The Key to Effective Compliance Education

Personalization in Training: The Key to Effective Compliance Education

Personalization in Training: The Key to Effective Compliance Education

Today’s workforce is increasingly immersed in social media.  Years ago employers would ask how best to craft policies prohibiting their employees from using social media at work.  In just a few short years the script has flipped to 1) the NLRB cracking down on social media usage policies;  and 2) employers seeking policies mandating the use and promotion of company resources on a variety of social media sites. Indeed, if you aren’t marketing through social media you are far behind the curve.

With social media integration into business comes an increased desire for corporate employees to be trained on regulatory compliance in a manner that feels personal to them and carries some meaning toward their role with the organization. No longer is it appropriate to lock employees in a room to watch a three-hour video on bribery and the FCPA. Why? Because they will invariably be using social media to complain about their boredom with the training and the company’s disconnect with its workforce.

To effectively train employees on topics that seem foreign or silly to them such as money laundering, bribery, employment discrimination, health and safety and other related issues it is critical that employers take the pulse of their workforce to see what is going to resonate. What works in a Silicon Valley technology company might not work in a law firm for example. By leveraging the workforce’s desire to remain engaged in the company decision-making process you can best craft a compliance plan that comports with the culture you are trying to instill.

A classic example of personalized training comes from a music label that distributes music for several alternative rock bands. The label knew that it would not be able to get its employees trained on critical employment issues, so a plan was crafted to have a transgender punk rock band perform a training sequence on the evils of discrimination and gender-based harassment while an employment attorney (me) moderated the band’s unique story and allowed it to speak on its issues through the eyes of the punk rock scene the label was so eager to cultivate. The results were phenomenal.

Although the above example is the “extreme” example of the spectrum, and certainly is not possible in all companies, it is certainly possible to take advantage of the wide variety of customization options available in e-learning to make the training resonate better with a particular set of employees. Undoubtedly those employees will appreciate the effort and take away more from a training session that to targets the audience much like advertising is used to target certain segments of the population.

The critical takeaway is that simply “forcing” today’s workforce to take compliance training can do more harm than good. E-learning providers are taking notice, and providing more client-friendly interfaces because this approach is critical in today’s compliance environment where even the entry-level employee is technology and issue sensitive.

Syntrio is a leader in both the employment law and ethics and compliance field, with an innovative philosophy towards compliance program design and engaging, entertaining, and thought-provoking content. Contact www.syntrio.com for more information about our ethics and code of conduct online courses and remember to follow us on Facebook, TwitterGoogle Plus and LinkedIn for daily updates on employment law and compliance that impact your company!

Written by Jonathan Gonzalez, Syntrio Chief Counsel.

Posted in Compliance Training, Custom Courses, Managing Within the Law and tagged , , , , , , , , , , , , , .