The Problem with Annual Compliance Training and How to Fix It

I’ve spent a good part of my career working for large organizations, and one thing they all have in common is annual compliance training. Whether it’s anti-discrimination laws for government contractors, food safety training in restaurants, or even anti-union videos in certain industries, compliance training is unavoidable. And yet, despite its ubiquity, it’s universally dreaded. Why? Because it’s boring, disconnected, and often feels like a waste of time.

 The main issue is that these trainings are treated as checkboxes. Everyone has to complete them, so there’s no real motivation to make them engaging, practical, or even tolerable. It reminds me of the Department of Motor Vehicles (DMV). The DMV doesn’t need to innovate or prioritize customer service because it holds a monopoly over driver’s licenses. Similarly, compliance training holds a monopoly over employees’ mandatory education.

 But the stakes for compliance training are higher than a lackluster customer experience. As someone who does a lot of coaching and development work, I see firsthand how poorly executed training impacts workplace culture. When people think of training and development, they often associate it with the clunky, frustrating platforms used for compliance training. That negative perception bleeds into how they view all professional development opportunities within the organization.

 And here’s the kicker: the current model doesn’t even work. When employees engage in discriminatory behavior or other compliance violations, they often claim they didn’t understand the training. And honestly, who can blame them? The training fails to teach effectively. It’s a massive missed opportunity.

How to Fix It

1. Focus on User Feedback

The first step is listening to employees. What do they need to succeed? What challenges do they face? What skills would make their work easier or more effective? Aligning training content with real-world needs makes it far more engaging and relevant.

2. Make It Practical and Tactical

Adults learn best when they see how something directly applies to their work. Instead of cramming in random factoids, training should offer actionable strategies and relatable scenarios. And it needs to happen “just in time.” Employees forget about 20% of what they’ve learned immediately after training, and within six months, they’ve lost around 80%. Providing bite-sized, on-demand resources helps combat this learning loss.

3. Simplify with Key Takeaways

Not everyone has the time (or patience) to sift through a 50-page manual. Create one-pagers or SparkNotes-style resources that distill the most critical information. This makes it easy for employees to revisit and apply what they’ve learned when they need it.

4. Use Gamification and Credentialing

Platforms like LinkedIn Learning have nailed this. By offering badges and certificates that employees can share on their profiles, training becomes not just an obligation but a point of pride. Gamifying the process—such as progress bars or achievement unlocks—can also make it more engaging and rewarding.

5. Reframe Learning and Development

Training shouldn’t feel like a chore. It should empower employees to excel in their roles and achieve their goals. That means shifting away from “learning for learning’s sake” and focusing on real, measurable outcomes.

 At the end of the day, compliance training doesn’t have to suck. With thoughtful design, a focus on practical applications, and a little creativity, we can turn mandatory education into something employees actually value—and maybe even look forward to. Let’s raise the bar.