By Steve Haworth, Teleware
Achieving compliance is not as simple as deploying a technology solution or even passing new policies. All of this is meaningless if you can’t get your employees into the compliance mind-set. If they won’t adhere to policy, or use the technology appropriately, then your compliance policy is merely just for show masking a chaotic reality.
To really effect the kind of intuitional change that these projects typically require, you need to build a culture of compliance in your business. Compliance only works if every employee has bought into the idea that compliance is critical to the ongoing success of the business, and are willing to play their part to achieve this.
One of the simple truths of managing an organisation is that people tend to be more motivated and productive if they understand their part in the bigger picture and have a clear visibility of how their individual behaviour impacts the business. Education is key to achieving this. It’s not enough to make people read policy documents and dictate that they must comply. Ultimately these are the people who will use the technology or adhere to the policies day-to-day so they need to feel a part of the decision making process, if you want them to accept this change. If they don’t fully appreciate the importance of compliance regulations and processes, they are less likely to adhere to them.
Help people to understand the importance and impact of compliance by educating them on the benefits and risks of compliance, both on an individual and company level. If employees feel they have a personal stake in the issue, it will be more meaningful for them.
However, a word of warning, as with all businesses in any sector change must come from the top. Leaders ignite change by example. If compliance is to be taken seriously they too must following the correct procedures, only then will others follow.
Finally, make compliance “real” for employees by including it in their career development plans. Make sure people know that they will be assessed for compliance as part of their annual review, and it will have a very real impact on their career progression. If non-compliance doesn’t come with consequences for individuals, it’s going to be harder to make them take it seriously.