Quit chasing learners: push compliance training in tools we all use
For many organizations compliance training has long been simply “checking a box”.
It shows in the learner experience.
It shows in how long it takes to wrangle employees into completing their compliance.
It shows in the fact that 4 in 10 chief compliance officers don’t know whether adherence to compliance factors into performance reviews, promotion decisions, or compensation.
And it shows in the fact that less than half of CCOs use analytics to track trends in non-compliance (30% of CCOs don’t use technology at all in compliance delivery).
The missed opportunities to align business efficiencies and strategies with our most widespread risk mitigation tactics are startling. Especially considering companies spend an average of $1,000 a year per employee on compliance.
It’s almost like we don’t think compliance could ever be a source of learnings about the state of the business or actual impact.
With that said, we’re spending the money anyway. What if there’s even a chance compliance could be more?
In this guide, we’ll break down how teams are reliably making compliance learners actually love and apply. And what that means for your business.
What is Arist compliance?
Arist offers a platform for the creation, delivery, and measurement of bite-sized learning moments directly inside of apps we all use: MS Teams, Slack, SMS, and WhatsApp. In partnership with one of the nation’s leading law firms, we’re now able to offer the ability to ship compliance in tools learners love and back it up (even compliance hours) in your systems of record.
In short, legal compliance training in a text message a day.
With an average learner satisfaction score 4x better than traditional learning tools like LMS’s, Arist compliance has revolutionized the experience of training that typically has the lowest learner satisfaction ratings of all. Additionally, the speed with which learning and compliance teams can craft and deliver training has exponentially increased the amount of data available for assessing risk and learner actions taken.
Quit re-marketing - utilize tools we’re already comfortable with
Our first principle for reclaiming compliance is backed by countless user experience, behavior change, and psychological studies. It’s the notion that utilizing the tools we’re already comfortable with — and already bought into — makes for a dramatically easier on-ramp.
91% of corporate learners hate to download additional apps. For training that only gets done because it’s mandated, the additional frictions of set up, logging in, finding, and attending training in yet another tool play into the “chasing” that has to occur to reach full compliance.
Simply the act of housing compliance in a learning tool (or in-person multiple steps away) increases friction. Hick’s Law notes that the time it takes to make a decision increases with the number of choices presented to us. Each step it takes to reach learning is another choice.
E-learning tools like LMS’s play into such frictions by not only presenting many choices for learning, but housing that learning an average of 7 clicks away. Upon arrival, learners are often met with hundreds or thousands of options they must sift through. What e-commerce site lets you second guess your purchase 7 times before check out?
Compare the above to learning that occurs natively within tools already used for work. We check messaging apps on average every 6 minutes. We’re clearly already bought in. Learning within these apps is at most a click or two away, all other clicks are a “choice” we would have made anyway.
Build the muscle - push then pull
Quality compliance is a fight for learner attention. Typically the only things backing compliance up in this fight is some nebulous feeling that not completing compliance could affect job security. Or that it’s easier to listen to the 5th email from management than ignore the compliance deadline any longer.
The heavyweights of the battle for learner attention are consumer apps. There’s a lot we can learn here. Take the case of Duolingo and TikTok. Neither experience mirrors that of corporate e-learning. Both “push” content — tailored to the learner, in a small form factor, at increasingly pinpointed times — until a user begins to “pull”. Most corporate e-learning takes the alternative path of Netflix, presenting thousands of longform options and relying on content alone to build a habit. We guarantee your learning content budget isn’t as large as Netflix’s content budget.
Note that we’re talking about pushing learning content, not learners. A central part of this analogy of movement is that the content moves to where the learner is, not the other way around. Learners aren’t in the habit of voluntarily spending time in new learning platforms (back to the last section). The most commonly used and most accessible apps on the planet are built around communication. This is the case whether you’re in a corporate office on MS Teams or Slack, or in a shipping warehouse on a company provided phone.
Let the data speak for itself - insights native to learning moments
Needs assessment and polling in compliance often falls yet again into the trap of re-marketing. Learning and compliance teams utilize yet another suite of tools for data capture often presented to learners weeks or months after a compliance experience. These tools require yet other login procedures. And yet again aren’t where learners spend their time.
Presenting compliance training within messaging apps allows data capture more continuously and immediately. With the time and frustration learners have saved, the ask to “respond to a text” at the end of a course is minimal. Learning teams also save time with a content format that’s more bite-sized and lower fidelity (think, a series of SMS messages vs. an hourlong video). This means compliance can get out to learners in a more timely manner, and compliance professionals can get information about compliance needs more regularly.
The Arist course model as well as our behavioral nudges take compliance one step further: seeking to promote action on the part of the learner. The metrics our platform tracks have taken this focus on action into account. This means learning and compliance teams can not only track the opinion of compliance learners, but the actual outcomes and risk-mitigating actions of compliance.
These are simply the very basics of delivering compliance learners love and apply. But many learning and compliance teams still stumble on these initial steps. For teams that can match learning content and delivery method to contemporary consumer preferences, the implications are even larger.
to your people
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