June 26, 2017 - Do you have a hard time motivating your employees? The auditor could psychically be in the building, yet users still cannot find the time to finish their compliance training? When compliance training feels more like a chore than the adventure of learning and growth it should be, take a step back. Let go of feelings of frustration and resentment, and examine the root cause. The real problem is a communication breakdown between your coworkers, who you anxiously pull completion reports about on a daily basis, and you, the person in charge of compliance training. Do not worry, there are a few easy steps you can follow to bring everyone back on track.
1. Communicate why the compliance training is important.
Make sure everyone is on the same page. Do your employees actually know why taking compliance training is important? Because the auditor makes us. That is a valid reason why employees finish their training, but not the most meaningful reason. Ask yourself, why does training matter in the long run? Connect your reasoning back to your bank’s or credit union’s values. Then communicate this value to the team.
Companies that thrive are ones where all employees share the same vision. They are there to service the customer to the best of their capabilities. To serve your customer, that means staying on top of regulation changes that protect your client’s interests. It means being vigilant to ensure elders are not being financial abused and veterans are not turned away from housing opportunities. It means staying knowledgeable and compliant. To me that rational is more motivating and meaningful that another item off my check-list of tasks to complete.
2. Develop clear and realistic expectations.
When it comes to training an administrator needs to set clear and realistic expectations. Give your employees a hard deadline of when their training is due. This way you do not find yourself at December 31st with more learners in started mode than completed status. Curriculums can be due on a regular monthly, quarterly, or annual basis. At this point, it is an industry standard that Learning Management Systems give you to freedom to apply due dates. Make sure you take advantage of this feature.
It is also necessary to have realistic expectations. For example, if someone is a Platform Professional, they are in charge of both Teller customer service tasks and sales-oriented tasks. It may be a little too optimistic to assume that an employee who wears so many hats can successfully complete 10 curriculums in the same month. Make sure to space out your training schedule. This will help to make sure learners do not feel overburdened and give them the time they need to train at their own pace and plan ahead.
3. Send out Email Notifications.
Now that you have defined why training is important and set realistic goals and due dates, it is time to communicate your expectations through emails. At Edcomm Banker’s Academy, we offer a robust Automated Email Notification feature. This feature allows you to schedule email notifications in advance to correspond to the due dates you have chosen. When email notifications are pre-determined, it lessens the burden on your shoulders. You will not have to worry about tracking down users who are incomplete in their training. The LMS will only sent reminder emails out to learners who still have outstanding training.
Our Automated Email Notification feature provides unlimited, direct customization. You know how to best motivate your staff, so flex your creative muscles. Make the correspondence personal and purposeful by communicating why training is not just a responsibility, but an important part of the narrative that makes your company unique, dedicated, and successful.
By:Madelyn Fagan