Employees a fearful of change. Training should minimize the burden of change that comes along with it. The company should make a special effort with new hires.
New employees already have a lot on their plate. It is generally compulsory for them to attend mandatory training sessions followed by induction and other new learnings. All of these training sessions and requirements can, therefore, unintentionally slow down the onboarding process. Thus, the effectiveness of training reduces.
A Few Techniques to reduce employee reluctance
Communication with newly hired employees
Before an individual joins an organization, it’s important to plant the seed of compliance and ethics. An action as simple as a brief introduction to the robust company code can paint a positive picture of the company and its policies.
Many companies are already communicating effectively to new hires. The welcome letters could come from various functions, units, HR, the chief compliance officer, or other senior leaders. They may provide tips and tricks to gel quickly in the organization. This guidance will make them feel welcome and warn. The letters can contain compliance guidance, code of ethics etc.
Integration of training sessions
The company can lighten up the journey by integrating the compliance function with various other functions. It will help in better understanding and assessment of risks.
The training can be enhanced by asking the following questions:
Are we repeating topics covered by other functions?
If so, can you come to a uniform message about this topic?
Who is the best to take the lead on discussing the topic?
Is there any particular topic of discussion in the compliance training that might not work for an integrated training?
Can you save it for a more targeted training later when new employees become more comfortable at their work?
Enlist help from managers to address ethical concerns
Ensure that the principles which were communicated through the training are reflected in the actions of the managers. This will encourage the employees to act upon them sooner. The managers can help them to realise what constitutes (and doesn’t constitute) ethical behavior.
Sometimes the reason employees have issues with compliance training is that it obstructs their daily workflow. People do not like it when their daily routine is disrupted, especially if this means they might get behind on their workload.
Even worse is when compliance training demands some of their free time (e.g. by asking them to stay after work or to study at home).Thus, it is essential to understand them, give them time to adjust to the new working environment and then enforce the training upon them.
Use of technology
Choose compliance tools like VComply since implementing rules on your own can be very difficult. With all you have to cover, you want to make sure you don’t miss a single point. Mapping and monitoring becomes easy and there is no fear of missing the mark out of workplace training.
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