Bridging the gap between knowledge and action: Rethinking compliance
In a recent conference presentation, speakers argued that AI is calling into question the very purpose of the L&D department. L&D can go beyond just providing training solutions to becoming a total solution provider for enterprises. This raises serious questions about the future of L&D and how training is created and deployed. Will learning become more contextualized and embedded in “streams of work”? Perhaps content will be delivered in bite-sized chunks as microlearning? With the help of smart AI tools, subject matter experts can take on more of a training role. And will the traditional model of employees receiving assigned training through an LMS quickly become obsolete?
My colleague’s response to this discussion was that compliance training is always necessary. why? This is because the law requires employees to receive regular training in specific subject areas. Therefore, unlike other forms of training, compliance training is likely to continue for some time.
In this article…
Why compliance training is still necessary
Having to complete compliance training is one of those tick-box activities that employees generally endure more than enjoy. And since it is something that is imposed on employees, for many it conjures up thoughts of duty, obligation, and boredom. From an early age, we have been conditioned to complete all assigned compliance training through the habit of completing school homework. Compliance may have a negative connotation, but it’s important. At all levels of society: governments, organizations, clubs, schools, families, we need rules in order for us to function well. Failure to adhere to these rules will result in dysfunction and confusion.
It is clear that compliance is important, but we must remember that compliance is only important if the underlying rules make sense and make sense. As much as we need to defend compliance, we need to encourage a critical approach to the rules we follow and retire those that no longer serve us. However, that is a topic for another day.
Setting aside time for training is something most of us do when we feel the need. If we consider it beneficial for our own development. When it comes to mandated things, namely compliance training, we tend to be less enthusiastic.
Rethinking compliance training: How can we make it more engaging?
Compliance training is likely to be around for a while, but how can you make it more appealing to learners and ensure that most of the time it’s a positive and engaging learning experience? You might start by giving it a different name. A more encouraging phrase is “mandatory training.” As an employee myself, if I was asked to attend mandatory training rather than compliance training, I think I would approach it with a more positive attitude. I don’t think it’s something I should put up with, but something that helps me do my job.
Next, consider the design and format of your compliance training. Despite the vast number of design options available to content creators, clients often impose design limitations to save time, money, and effort when it comes to compliance training. For this reason, compliance training often has the following characteristics:
Compliance-driven rather than learner-centered Language style replicated from documentation rather than tailored for eLearning Linear, locked navigation (learners must interact with all screens to progress through training) Minimal interactivity Generic visuals for decoration rather than instruction A generic approach rather than role-specific training Assessments typically test recall rather than application
Although not all compliance training exhibits these characteristics, they are more common in compliance training than in other forms of training. why is that? Why aren’t companies investing more time and money to create engaging, targeted, and effective learning experiences? Unfortunately, the answer is that many organizations prioritize proof of completion over learning outcomes. Custom design and interactivity require more time and resources. Compliance teams often prefer secure, formal content to avoid misunderstandings. In some cases, training may be requested from a functional specialist rather than an L&D specialist. Without knowing better, we often choose cheaper, more cost-effective methods to deliver training.
A quiet revolution in compliance training design
Since the introduction of ChatGPT, generative AI has been a catalyst for change in the workplace. All organizations are being forced to reflect on their processes, tools, and deliverables. While some of the initial hype around AI has subsided, a quiet revolution is still at work, forcing us all to reflect on every aspect of our work and consider how we can leverage AI technology to do things faster and better.
Compliance training is also not immune to this quiet revolution. Organizations have been questioning the effectiveness of traditional compliance training methods for some time, but generative AI appears to have accelerated a change in design approaches, according to online reports. Immersive learning using simulations, scenarios, virtual reality (VR), and gamified design is gaining traction. Customized training based on the learner’s current knowledge and role is becoming more common. Microlearning, in the form of short training modules that can easily be incorporated into employees’ work schedules, is also gaining popularity. AI coaching agents are being used to provide personalized coaching and performance feedback. Organizations are beginning to realize that compliance training, and even “must-have” training, can be much better.
There’s never been a more exciting time to be a content creator. The tools available today allow you to create rich, engaging, and pedagogically sound learning experiences. With the addition of AI capabilities, you can create content more cost-effectively and quickly. In direct response to the traditional design approaches for compliance training mentioned above, let’s rethink compliance training and consider a more effective approach.
Make your content learner-centered
In other words, it should be specific and relevant to the learner’s role and needs. Include only content that helps you achieve your learning outcomes
Less is more, especially when it comes to e-learning. use a conversational writing style
Simulate instructor-led delivery. Allow learners to control navigation through training Use rewards to encourage completion
Adult learners prefer to be in control rather than forced. Make your training interactive and challenging
Challenge is an essential part of learning. Use illustrative visuals to support your words
Combining verbal content with supportive visuals enhances processing and recall. Design application-based questions
Rather than simply testing information recall.
Here are some other design choices to make your eLearning more engaging and effective.
The focus is on applying knowledge using task-based activities rather than transferring knowledge. In other words, it bridges the gap between knowledge and practice. Immerse learners in situations and scenarios featuring characters they can relate to. Use relevant and meaningful examples and visuals to illustrate your content. Rather than using questions and activities just for assessment, make them part of the learning process and use them to provide timely, constructive feedback that encourages reflection. To increase recall and recognition, use one visual channel and one verbal channel to deliver your content whenever possible, so other channels don’t compete.
Organizations are becoming more informed about the benefits of training to promote effective work practices and behaviors. When employees don’t fully understand the policies and how they apply as they perform their jobs, organizations become more vulnerable to fines, data loss, and reputational damage. Their focus is on employing proven best practices in currently available educational technology and instructional design theory to create immersive, engaging, challenging, and effective learning experiences that meet learning objectives.
Rethinking compliance training with use cases: What to do with spills
Finally, take a look at the following training content that provides safety information on how to handle spills in the food service industry. Two versions are available. Version A provides step-by-step instructions for safety procedures with images. Version B goes further by applying two guidelines:
Immerse learners in situations and scenarios featuring characters they can relate to. Use relevant and meaningful examples and visuals to illustrate your content.
Version A
Step 1: Stop and evaluate
Identify the type of spill (water, oil, alcohol, food, chemicals) Check for immediate danger (hot liquids, broken glass)
Step 2: Secure the area
Immediately install a “Be careful of wet floors” sign. Please tell staff to avoid the area.
Step 3: Clean safely
Wear appropriate PPE (gloves, non-slip shoes). Use appropriate cleaning equipment (mop, oil absorbent pads). Dispose of waste appropriately.
Step 4: Final check
Make sure the floor is dry and safe before removing the sign.
The above information is clear and easy to understand. However, you can make it more memorable by embedding it in your story. Let’s try it with a short scenario.
Version B
(Restaurant scenario spanning 3 screens)
screen 1
Tom works as a waiter in a busy bistro. During lunch service, Tom accidentally knocks over a water jug near the kitchen entrance. He noticed the spill, but decided to “deal with it later” because he was busy serving customers. At that time, Tom said:
Do not check for dangerous objects such as broken glass. The area will be left unmarked and staff will continue to walk the spill site. The water will spread across the floor, creating a huge slip hazard.
Let’s see what happens next.
screen 2
A few minutes later…
Another server carrying hot food slips on the wet floor and causes a minor burn from the hot food.
This incident, which Tom could have prevented, could have many consequences for the restaurant, including delayed orders, customer complaints, compensation costs, and possible fines.
screen 3
Let’s rewind and consider what Tom should have done.
Step 1: Stop and evaluate
Tom investigates the spill, but there is no broken glass, only water. There is no immediate danger, but there is a risk of slipping.
Step 2: Secure the area
He grabbed a sign that said “Caution: Wet Floors” and placed it next to the spill. Tom warns his staff to avoid the area.
Step 3: Clean safely
Tom puts on non-slip shoes and gloves and uses a mop and bucket to clean the water. Squeeze out excess water and make sure the area is dry.
Step 4: Final check
Once the floor is completely dry, Tom removes the warning sign and works with other staff members to ensure the area is safe.
conclusion
The table below summarizes the pros and cons of each version. Which version do you think is more likely to promote safe practices in the food industry?
If companies want to promote good practice in the workplace, they need to invest in their employees, not just by providing information but by inspiring them and turning policies into practical principles that employees understand and use to guide all their decisions. Mandatory training, if properly designed, can promote a culture of good practices, ethics, and accountability in the workplace.
Author’s Note: The ideas and content presented in this article are solely those of the author and reflect her personal views. The authors used the GenAI tool to generate copyright-free supporting images. Details: Paivio, Alan. Mental representations: A dual-coding approach. Oxford: Oxford University Press, 1986.
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