So your compliance training is lousy...


This is a guest post from Dale Street.

We’ve all experienced it, the familiar groan that circles the office when the email goes out:

“You must complete your annual compliance training on <insert topic applicable to your business here> no later than March 31st. This course will take approximately 1 hour…”  


So why does everyone dread compliance training so much? Well, for starters, it’s usually boring, click-through, web-based training that is written in legalese and learners have a difficult time connecting it to the real-world. Often, attorneys and policy owners are heavily involved in the process of creating compliance courses, and this leads to, you guessed it, a “training” that is simply a regurgitation of that policy or law. At Paper Plane, we like to call this “litigation mitigation” instead of training!

Here are a few things you can do to turn your compliance courses into true training, training that sticks! (and reduce the glazed-over look from your employees, ha):

1.  Check the data

Dig in to identify your highest risk areas, and compare that to your existing program. Are you training on the right topics? Get some feedback from your employees. Are they retaining the information? Add up the time spent on all your courses. How much time is it costing your company? Review your violations and complaints. Has there been any change since you started your compliance program?

2.  Gain buy-in

This is probably the single most important thing you can do before attempting to change your program. Build your business case! Project the time savings of reduced training, cost savings of reduced violations, impact of increased employee engagement, and get everyone on-board. Here are a few folks you might have in your company that will be key:

  • Officer with responsibility for compliance

  • Attorneys

  • Policy Owners

  • Oversight Directors

  • Human Resources

3.  Get creative

Once you have everyone engaged, find new and innovative ways to re-think how you deliver compliance training. Here are a few great ideas:

  • Test-Out Options: Allow existing employees to prove they know content instead of forcing them to re-take the same training every year.

  • Performance Support Tool: Provide on-demand resources for when employees encounter ethical dilemmas instead of only sharing the material with them once per year.

  • Combine Topics: Have several topics that are applicable to all employees? Combine them into one engaging course to reduce overall courses and hours.

  • Make It Fun: Use video, graphics, and real-world examples so that it is memorable for your employees.

Want to see how engaging and effective your compliance program can be?  Reach out to us today!