Is all compliance training really that bad? Have you experienced something that was engaging, practical, interactive, specific and relevant to your role, maybe even a little bit fun? Some people have, but sadly the reality is often generic, page-turning, content-heavy, narrator-driven, generic and repetitive.
Top areas for compliance training are health & safety, anti-bribery/corruption (been there, done that!), data protection and code of conduct. Employees all say that they want changes in employee behaviour, attitude and engagement, but sadly the focus is still on completion and assessment pass rates. Our panel for the day set about inspiring us with ways to break the cycle and inject some life into this necessary, but often tedious subject.
Firstly you need to shift away from the belief that information alone can change behaviours. When you make the information relevant and specific to people's roles you have part of the equation, but the key is to connect it to the risk-causing events that you want to prevent, and devise decision-making challenges that people have to think their way around. It also has to give people a safe environment to experience failure, and make its way into culture and workflow to ensure that pressures to meet targets don't over-ride good practice.
- personal growth plans
- interviewing colleagues for sound-bites (peer-to-peer learning)
- changing to return on expectations (rather than investment)
- measuring the impact on others (not just yourself)
- measuring the impact on learner confidence.
Compliance training is often costly both in money and time, so how do you keep effective programs in play without breaking your budget? Simon Brown was given the task of bringing the learning function at Lloyds Banking Group under control in 2010, and found that they had a huge and expensive catalogue. Within 2 years this had been brought under control, reducing budget and improving effectiveness.
So what are the key points for a business case? Reducing duplication of courses and keeping to a smaller number of trusted suppliers are quick wins, bringing better consistency and reducing the size and cost of the catalogue. Moving towards e-learning wherever practical can reduce your costs, not just on purchasing but also through reduced completion time, by freeing up employees for more important tasks.
With a slimmer and more effective training portfolio, the company has been able implement academies and group-wide capabilities. But don't forget the need to keep stakeholders engaged - embedding processes for reporting and governance takes time and effort, even with the best e-learning at your fingertips.