True Office Learning Blog

How to Explain ROI of Compliance Training

The bottom line hasn’t ceased to be important for modern businesses. If a company spends money, it will want to know if the investment was worthwhile.

Investing in a new technology? Launching a new marketing campaign? Devoting resources to research and development? The people in charge of these efforts and others must be ready to prove a return on investment and how the overall organization benefited before and after the project.

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Building Compliance Training that Resonates with the C-Suite

One of the key elements of successful compliance training is having a unified goal of what training should accomplish. However, a survey by the Society of Corporate Compliance and Ethics showed that compliance and ethics professionals see themselves, their managers, and boards as having different primary goals when it comes to compliance. This suggests that there is much work to be done in getting compliance specialists and the C-suite of a company on the same page. 

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6 Key Ways to Reduce Ethics and Compliance Risk

True Office Learning has offered top-notch compliance training for years, and along the way we’ve gathered data from millions of users’ experiences with our courses. Within this data, we see insights. We see expected results along with surprises. And, we see risk.

For example, in our data privacy module, the average percentage of regulation scenario questions answered correctly is 80. That sounds good at first, but it also means that employees are wrong about data privacy regulation a fifth of the time. From that point of view, it is worth digging deeper into the risk.

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How to Use Customer Complaints and Data to Improve Your Compliance Training

Training in the workplace is a common occurrence. Whether training fulfills agency guidance, such as ethics training, or has to do with job duties, such as sales database training, employees all go through a learning process to become better at their jobs. However, being present for training doesn’t mean that employees are getting the most out of what is communicated. To really make a difference, training should assist individuals in becoming more productive and compliant employees.

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Why a Culture of Compliance Starts from the Top Down: The C-Suite’s Role

What are the characteristics of an organizational culture of compliance? Does it feature a strong commitment to compliance principles? Adequate budget and resources that support those principles? Recognition of and reward for compliant behavior? Accountability and consequences? Employees who feel inspired to act compliantly and safe to report violations?

A culture of compliance includes all these strengths, cemented by leadership fully committed to the ideals of ethics in action. When the C-suite embraces compliance, employees follow. When leaders merely accept compliance as something they “have to do,” employees may adopt the same apathy and put the business at risk.

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Why Conflict of Interest Should Be Part of Your Training Program

Avoiding conflicts of interest in a corporate or organizational setting is every employee’s responsibility—and not just a concern for executives. The risk is real, and the consequences for allowing an incident to happen can be severe.

The mere appearance of a conflict of interest is often just as damaging as a real violation. The credibility, integrity, and reputation of the organization can be harmed (perhaps irreparably), which will sting even more if employees aren’t quite sure what they did wrong. 

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4 Reasons for Having Compliance Policies, Procedures, and Trainings

We get it: Compliance can be expensive. However, noncompliance can be even costlier—on average, 2.71 times more expensive than simply maintaining or meeting requirements. That by itself should be enough to convince companies to prioritize a compliance program that includes policies, procedures, and trainings. 

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