7 Steps to Delivering Engaging Mandatory Training to Employees

Mandatory training has become an essential component in today's workplaces, influencing organizational cultures, encouraging compliance, and providing a safe and respectful working environment. Mandatory training, whether prompted by legal requirements, industry standards, or corporate rules, covers a wide range of issues, including data protection, health and safety, and diversity and inclusion. This training not only reduces risks but also improves employee motivation, morale, and organizational efficiency. However, mandated training is frequently seen as tedious and uninspiring, which can lead to disengagement. In this blog, we look at how to turn mandatory training into an engaging and effective experience, ensuring that employees not only comply with regulations but also actively engage in their development.

What is Mandatory Training?

Mandatory training refers to the training that a company mandates all employees attend. This may be the result of legal restrictions, industry regulations, or company policy. Training that is required could include job-related qualifications, data protection, health and safety, or anti-harassment measures. Training that is required guarantees that every employee is knowledgeable of and capable of following policies, regulations, and organizational standards, thereby reducing risks and fostering a secure and respectful work environment. 
Furthermore, mandatory training may not always be required by law. A good example of a business objective would be compliance to an ISO standard or employee education regarding the organization's code of conduct. While not mandatory, these components may be incorporated into the mandatory training modules to safeguard and advance the organization.

Types of mandatory training

The following are a few instances of typical mandatory training subjects for contemporary teams:

• Anti-harassment and anti-discrimination training
• Occupational health and safety training
• Diversity, Equity, and Inclusion training
• Compliance training
• Customer Policy and Service Standards training
  
  

Benefits of mandatory training

Mandatory training offers numerous advantages, which are not fully listable:

• Knowledge Empowerment: Mandatory training ensures that employees are well-versed in the intricacies of organizational policies, procedures, and legal responsibilities. This knowledge empowers them to navigate the complexities of their roles with confidence, fostering a sense of competence and professionalism.
  
  
• Legal Defense Shield: The dissemination of information regarding the rights and obligations of employees through mandatory training acts as a formidable defense against legal consequences. Informed employees are better equipped to adhere to regulations, reducing the likelihood of legal pitfalls and safeguarding the organization's reputation.
  
  
• Accident and Injury Prevention: By informing employees of potential dangers and risks associated with their work, mandatory training becomes a proactive tool in preventing accidents and injuries. This not only protects the well-being of the workforce but also mitigates potential liabilities for the organization.
  
  
• Enhanced Operational Efficiency: Mandatory training plays a pivotal role in ensuring that every employee conducts their duties in a secure and efficient manner, aligning with the organization's predefined criteria. This adherence to established standards contributes to streamlined processes, reduced errors, and an overall improvement in operational efficiency.
  
  
• Boost to Employee Morale: Offering opportunities for training and development through mandatory programs goes beyond mere compliance—it becomes a catalyst for increased employee motivation and morale. Employees feel valued when provided with avenues to enhance their skills and knowledge, fostering a positive workplace culture.
  
  
• Confidence Building: Implicit in the benefits of mandatory training is the cultivation of confidence among employees. Knowledgeable and well-trained staff members not only perform their tasks more effectively but also approach their responsibilities with a heightened sense of self-assurance, contributing to a resilient and empowered workforce.

How to Develop Engaging Mandatory Training in 7 Steps?

It may not have an attractive impression when it comes to legal documents or regulations. While reading the articles line by line, many of them appear to be similar to one another, and you may come across circumstances where the content is lost between large words. However, should this always be the case?

- Not at all. Keep reading to discover how to develop engaging training.

1. Identify Training Needs and Goals

This is the most important of all the stages. At this point, consider the knowledge gaps and training requirements of both your new hires and your current employees. If your organization is in the early stages of implementing mandatory training and is struggling to identify the gaps in need, one option is to assess the knowledge gaps among the employees. Decide which company policies, legal requirements and standards, and topics that will encourage internal compliance are important for your teams to learn. Gather and categorize all necessary materials. 

Once you have gathered and categorized all the necessary materials, it is important to set clear goals for the training program. These goals can include specific time goals, such as completing the training within a certain timeframe, as well as team goals, such as ensuring that all employees have a certain level of knowledge and compliance with company policies. By setting these goals, you can track progress and ensure that the training program is effective in addressing the identified knowledge gaps and meeting the needs of both new hires and current employees. 

2. Increase Learner Engagement by Integrating Multimedia Materials

The incorporation of audio, video, or infographics into employee training increases its memorability, visual attraction, and engagement. Nevertheless, it is crucial to verify that the multimedia components one includes are appropriate for the training platform.

Consider a course where demonstration videos or presentations represent individuals performing compliance-related duties; then, contrast that with another course in which the information is conveyed in the form of lengthy columns of text devoid of any visual representation. Which one is more appealing? The solution is self-evident.

One must find a balance between entertainment and education. Therefore, it is hugely important for organizations to incorporate audio, video, and images in their training modules in a moderate manner.

3. Deliver your Course and Assign Your Learner

When building a course, selecting a suitable delivery platform is similarly vital as creating the course material. We name these platforms Learning Management Systems (LMS). First and foremost, an LMS must simplify course creation and delivery. When necessary, course content should be given in the format that best suits the students and the subject that is being presented. A good LMS allows you to consume a wide range of content, including simple PDF documents and slides as well as rich media like video and audio.


The assignment stage comes after the LMS platform has been chosen and content modules have been added. During the assignment stage, instructors can create and distribute assignments to students, allowing them to apply their knowledge and skills. This stage also includes features such as grading and feedback options, which enable instructors to provide timely and constructive feedback to learners. Additionally, the assignment stage allows for collaboration among learners, fostering a sense of community and encouraging collaborative learning.

4. Integrate Certification System and Assessments

Sometimes there may be gaps between training in a subject and deciding how much competence has been gained in that subject. This is where the certification system and assessments come in to bridge that gap. The Certification System provides learners with formal recognition of their knowledge and skills in a specific subject. It allows them to demonstrate their proficiency and can be used as evidence of their competence by potential employers or for career advancement. 

Assessments, on the other hand, help measure the learners' understanding and mastery of the subject matter. They provide a way to evaluate the effectiveness of the training program and identify areas where further improvement may be needed. Together, these tools ensure that learners have a clear understanding of their progress and can confidently apply their newly acquired knowledge in real-world situations.

5. Notify the Learners

Once a student has been added to your LMS or engaged in mandatory training, it is critical that they understand that it is time to learn. To ensure this, everything must run smoothly and automatically so implementing email alerts can be beneficial. Email alerts are an efficient way to notify learners about their upcoming training sessions, deadlines, and any updates or changes to the training program. These alerts can be personalized and scheduled to be sent at specific times, ensuring that learners are aware of their responsibilities and can plan their learning accordingly. Additionally, email alerts can also serve as reminders for learners to complete any required assessments or assignments, helping them stay on track and actively participate in the training program.

Email alerts can also provide learners with quick access to relevant resources and materials, such as links to online modules or downloadable documents. This not only enhances their learning experience but also saves them time by eliminating the need to search for information on their own. Overall, the use of email alerts in training programs promotes effective communication and engagement, ultimately leading to a more successful and productive learning environment. 

6. Create a Support Library 

Learning does not have to stop after training because employee development is a continuous activity. That's why businesses must stop considering training as a one-time event. You may turn the process into a continuous learning loop by promptly introducing new standards to be applied to new adjustments and keeping employees informed about the situation.

As a result, organizations should establish support libraries rather than offering training, drawing conclusions, and moving on. These frameworks should include microlearning materials to help employees build appropriate skills and close knowledge gaps.

Rather than waiting for the next training session, students can continue their education on their own and develop themselves.  Support libraries provide a valuable resource for employees to access information and resources at their own convenience. This flexibility enables them to reinforce their knowledge and skills whenever they need it, leading to continuous learning and growth. Support libraries can also be regularly updated with new materials and insights, ensuring that employees stay up-to-date with the latest developments in their field.

7. Report and Analyze Regularly

Analyzing and reporting are as important as carrying out each stage of the training to be provided correctly. Analyzing and reporting allows organizations to track the effectiveness of their training programs and make necessary adjustments. By regularly evaluating the outcomes and impact of the training, organizations can identify areas for improvement and ensure that their employees are receiving the most relevant and impactful learning experiences. Additionally, reporting on training results can help organizations demonstrate the value of their investment in employee development to stakeholders and decision-makers.

Conclusion

Engaging in mandatory training is not just about compliance; it's about creating a culture of continuous learning and development. By embracing innovative approaches, incorporating multimedia elements, and fostering ongoing support, organizations can elevate mandatory training from a mere obligation to a valuable investment in the growth and success of their workforce. As we navigate the evolving landscape of mandatory training, let's remember that engagement is not just a goal; it's the key to unlocking the full potential of every employee and, consequently, the organization as a whole.