Why Code of Conduct training is more important than your Code itself
Ethics and Compliance
For most people, compliance training is a box to check – sexual harassment training done? Check. Code of conduct? Check.
It’s basic, unengaging — boring. Employees dread it. HR leaders have to chase people down to complete it. And in the end, is it effective? Maybe not.
When training is dull, retention is low. And when retention is low, people tune out. It gets harder to build the kind of inclusive, collaborative workplace employees expect. That’s a missed opportunity — not just for compliance, but for your culture.
Ali Tankiewicz, Senior Human Resources Manager of Learning and Talent at Apex Clean Energy summed it up:
“If you know anything about adult learning theory, 10% is retained, 90% is forgotten.”
When training is engaging, it’s going to make a larger, longer-lasting impact. Carmelina Elsa Mediburu, the Senior HR Business Partner at HTC Vive stated:
“When you keep people engaged, it means that the learning is going to last longer than if you’re just reading content and trying to memorize stuff. That doesn’t work anymore.”
So what actually makes training engaging?
It’s relatable. Training that resonates with your employees is what makes a lasting impact. Aaron Olsen, Vice President and Associate General Counsel at DigiCert said it best:
“You watch something, and you identify with it. It changes you in a way that just getting training on the rules never really can.”
It’s interactive. On-set scenes, real-life stories, gamification and knowledge checks help turn your employees into active participants. When learners are asked to think, reflect and make decisions, they’re more engaged — and more likely to retain the message.
It has a human element. Humor, empathy and realism go a long way. Training that explores gray areas or awkward situations that your employees may actually face is far more memorable.
“Our staff appreciate concise, relevant and even occasionally funny content,” says Julia Bulfin, Senior Manager, Talent Identification, Retention & HR Operations at Global Electronics Council.
It’s customizable. Training shouldn’t be one-size-fits-all. Every company has its own culture, industry and values — and your training should reflect that.
Bernadette Commissa, Director of HR and Learning at Barnes & Noble put it this way:
“These courses aren’t just about checking boxes. They’re about how we treat each other, how we work together and make everyone feel included.”
When compliance training is done right, employees don’t just click through it. They engage with it, reflect on it and carry those lessons into the workplace.
Building the culture behind the compliance
More and more organizations are rethinking what compliance training should look like. It’s not enough for training to be compliant — it also needs to be relevant, engaging, and reflective of the workplace culture you’re trying to build.
That’s where Traliant comes in.
We combine real-world storytelling with interactive design and engaging, relatable content to create experiences that employees actually connect with. And because no two organizations are the same, our training can be customized to reflect the language, values, and priorities of your team.
“This training continues to spark conversations with people all the way from vice president down to new employees. Traliant has helped us invest in our culture in a very special way by simply allowing us to listen, learn and evolve,” says Kathy Killian, Vice President of Administration for the Philadelphia Phillies.
Shaping a stronger future
In the end, compliance training isn’t just about checking boxes — it’s about building awareness, shaping behavior and reinforcing the kind of culture you want to create. When employees are truly engaged, training becomes more effective — and compliance becomes a lot less complicated.
