How Do I Create a Compliance Training Program That Actually Works?

For many companies, compliance training is an afterthought—an annual video or online module that employees click through quickly so they can check the box and get back to their real work.

The problem is, compliance training that doesn’t stick is a missed opportunity—and a real risk.

Regulators, customers, and business partners increasingly expect companies to show that they not only have a compliance program on paper, but that they have a culture of compliance—one where employees understand the rules and feel empowered to apply them in practice.

Training is one of your best tools to build that culture. But to be effective, it must go beyond the basics.

Here’s how to create a compliance training program that actually works.

Why Does Compliance Training Matter?

First, let’s be clear: compliance training is not just a legal formality.

When done well, training can:

• Prevent violations by giving employees the knowledge and tools to make good decisions.

• Detect issues early by encouraging employees to speak up.

• Promote a culture of integrity across the organization.

• Reduce legal and regulatory risk by demonstrating a good-faith compliance effort.

• Protect the company’s reputation with customers, investors, and employees.

  
  

A policy in a binder won’t change behavior. Training is what brings your compliance program to life.

Common Pitfalls of Compliance Training

Many companies fall into one (or more) of these traps:

• Relying solely on static online modules with no real engagement.

• One-size-fits-all content that ignores the unique risks of different roles.

• Treating training as a check-the-box exercise rather than a real opportunity.

• Providing little or no leadership messaging to reinforce compliance expectations.

• Failing to measure effectiveness—how do you know if employees actually learned what they needed to?

If this sounds familiar, you’re not alone. The good news? You can fix it.

How to Build an Effective Compliance Training Program

1. Start With a Risk-Based Approach

Not all employees need the same training. A good compliance training program starts with a risk assessment:

• What legal and compliance risks are most relevant to your company?

• Which employees are most exposed to those risks based on their role, geography, or business unit?

• What behavioral or cultural risks need to be addressed?

This helps you prioritize training resources where they will have the greatest impact.

2. Define Clear Learning Objectives

Before designing any training, ask:

• What do we want employees to know?

• What do we want them to be able to do?

• What messages about culture and leadership expectations do we want to reinforce?

Compliance training isn’t just about memorizing rules. It’s about giving employees the confidence to recognize risks, ask questions, and do the right thing.

3. Make It Practical and Relevant

Employees tune out generic legal content. They engage with training that is:

• Practical—linked to real-world scenarios they may encounter.

• Relevant—specific to their role, location, and level of responsibility.

• Interactive—involving case studies, decision-making exercises, and opportunities for discussion.

A sales rep in Europe needs different training than an engineer in the U.S. or a procurement manager in Asia. Customize your content accordingly.

4. Use Multiple Delivery Methods

One 30-minute online module is not enough.

The most effective programs use multiple touchpoints, such as:

• Onboarding training for all new hires.

• Annual refresher training.

• Targeted training for high-risk roles.

• Micro-learning (short videos or articles) to reinforce key messages.

• Live training or facilitated discussions where appropriate.

• Regular communications from leadership.

This layered approach helps keep compliance top of mind throughout the year.

5. Engage Leadership

Employees take compliance seriously when their leaders do.

An effective training program includes:

• Messages from senior leaders emphasizing the importance of compliance.

• Involvement of managers in facilitating discussions.

• Visible leadership participation in training events.

Tone from the top matters. Employees watch what leaders do—not just what they say.

6. Make Reporting and Escalation Real

Every compliance training program should reinforce:

• How to report concerns.

• What will happen when they do.

• The company’s commitment to non-retaliation.

And this message must be credible. If employees see retaliation go unaddressed, no training will change behavior.

7. Measure Effectiveness

Don’t stop at tracking course completion.

A good program measures:

• Knowledge retention (through quizzes or assessments).

• Behavioral outcomes (are employees applying what they learned?).

• Trends in reporting and audit findings.

• Employee feedback—do they find the training useful?

Use this data to continuously improve your program.

Final Thoughts

A compliance training program that works is one that:

• Reinforces your company’s values and culture.

• Gives employees the tools to make good decisions.

• Builds trust in the company’s reporting process.

• Demonstrates to regulators that you take compliance seriously.

If your current training feels like a formality—or if you’re starting from scratch—now is the time to elevate it.

Because at the end of the day, an empowered workforce is your best defense against compliance risk.