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One of the best things HR and learning teams can do to ensure employees use social media effectively is to create a social media policy that guides employees to the right behaviors. If you haven’t put together a social media policy yet, or it’s time to review your company’s current policy, here are some points that should be included. While most of us have a habit of posting whatever is on our mind, it’s important to let employees know how some posts can impact their personal, professional, and company’s reputation – and in some cases, even their careers. As with any new policy, it’s important for employees to understand why your new or improved social media policy is taking place.

The purpose of a learner persona is to help learning and development teams create and finetune a training program strategy in order to meet learner needs and program objectives. However, once a learner persona is created, it can guide learning teams to the right pathways for instilling the knowledge and skills that help create an ethical company culture. With a learner-centered approach supported by strong personas, learning teams can create personalized content that speaks to learners’ needs and delivers it in a way that makes it convenient for learners to participate. By paying attention to what employees want from their training program, your training program will be engaging and meaningful to learners, and learning teams will have better opportunities to inspire staff to make more ethical decisions, laying the foundation for greater participation and a more ethical workplace.

Considering this number, and the fact that mid- to large-sized businesses spent anywhere from $3.7 to $13 million on their own training in 2016 alone, it’s safe to assume that ethics and compliance training is a big line item in the budgets of enterprises year after year, and worthy of careful measurement. Ethics and compliance training programs affect company culture, making it all the more important for teams to look at whether these programs help employees enjoy their jobs and work more collaboratively, or don’t quite deliver. Beyond using general or role-based competency and knowledge recall assessments, learning teams can incorporate integrity tests, situational judgment tests, and emotional intelligence tests to identify gaps in training programs and evaluate learner engagement. By developing lead measures of employee behavior, and providing incentives to employees that openly practice integrity-based and team-based skills at work, employee performance is maximized, company culture gets a natural lift, and your organization’s bottom line should experience the ROI results it’s looking for.

Not Using the Latest Training Tools Evolving with new regulations can put a lot of pressure on learning teams to act at the right moment. But an added benefit for compliance teams is that eLearning solutions make updating training modules easier, meaning learning teams can spend more time staying close to the legislation and internal policies that shape and impact the organization, and less time whittling away at out-of-date programs. One thing learning teams understand all too well is the difficulty of creating an ethics and compliance training program that is both engaging and motivating for everyone in the organization. Interactive Services is a leader in helping organizations develop creative, story-driven ethics and compliance training programs that inspire employees to do the right thing, even when nobody’s watching.