Corporate Behaviour is basically a question of corporate culture. Ideally, a modern company should be run by a management in which the leadership principles of the 21st century are anchored. Is microlearning a suitable method for this?

The question of whether a FIFA boss can be given a gold watch is one that no one will dare to ask today – let alone simply do it, assuming it’s all right.

But there are countless cases that are not as obvious as the one of the watch.

Another example: The marketing department would like to rent a VIP lounge for the basketball team in order to invite customers to network and initiate business deals. Is that o.k.? Or does this fall under the category of gifts that should not be given for compliance reasons?

We see: What seems so clear in the large dimensions is not at all clear in detail.

Compliance is becoming increasingly important and complex in the world in which we live. Corporate values such as corporate behaviour and sustainable corporate action are not buzzwords that make a website beautiful and hang on a blackboard somewhere in the coffee kitchen.

But what exactly is Corporate Behaviour?

Corporate Behaviour im Microlearning

Requirements for the behaviour of the employees are derived from the company’s values. These requirements consist of rights and duties that are communicated as commandments and prohibitions and constitute and shape the so-called Corporate Conduct of the organization. The sum of all actions which meet the requirements result in the Corporate Behaviour which is visible from the outside and which is part of the Corporate Identity of the enterprise.

Compliance with corporate values is important because non-compliance can have legal consequences. Economic damage, in the worst case reputational damage, are possible results.

But this is the fear scenario of compliance from yesterday. Compliance 4.0 leads to the awareness that clear communication of guidelines and behavioural requirements does not only mean successful risk management for the company, but above all gives every employee the opportunity to live and shape the company values on a daily basis.

This means practically: Compliance in times of New Work is not, as in former times, an annoying must for fear of sanction, it can instead, correctly applied, lead to a new understanding of rule conformity, with which the employee himself contributes to good and sustainable corporate action and is able to feel comfortable at the same time.

How does this work in execution?

How do the compliance rules penetrate to the last employee, reach him in their complexity and make concrete action possible?

Generally, this area is covered by the legal department; larger companies have a compliance officer.

As a rule, these instances have other things to do than to act as advisors in individual cases. In addition, as lawyers are, they usually have to carefully safeguard every piece of advice they give and, if necessary, look it up again themselves. Until they have decided on how to procede, the offer for the VIP lounge is no longer available because someone else has grabbed it.

So here we have a structural communication problem. And this is not just about compliance guidelines in the narrower sense (e.g. anti-corruption, gifts and invitations, antitrust law, conflicts of interest), but about a comprehensive understanding of compliance. Compliance in the new sense 4.0 means making decisions transparently, agilely and in line with corporate values and enabling employees to live up to their responsibilities.

The good news is that there are now microlearning tools that make guidelines and rules of conduct available to individual employees in such a way that they can make such decisions themselves or quickly know where to turn for help and advice.

Compliance policy communication has been taking place via e-learning for several years now. However, it is well known that it has its limits. Above all, there’s one thing it can’t do: inspire employees, because e-learning naturally focuses on the learning component. In a nutshell: e-learning is boring. Smart minds have recognized this and for this reason have brought the so-called “microlearning” onto the market: Microlearning is one of the “10 key trends in Digital Learning for 2019”.

While the introduction of bite-size learning has been a trend for over 15 years, the latest version under the “microlearning” label for 2019 will inevitably be a prominent topic – especially because it is combined with video.

As you can clearly see, videos and microlearning will be very important for every company in the coming years and will therefore also be very successful commercially. This is shown by an expert survey conducted by Statista on the subject of e-learning:

E-Learning / Microlearning in Corporate Behaviour environment

The need for microlearning is mainly due to the decreasing attention span of employees. A few days after a training session, they can only remember about 40% of the content conveyed.

Learning providers are therefore pushing their way onto the market under the microlearning label.

But the following applies to both e-learning and microlearning:

Learning is a process and a journey. The communication of content alone cannot create a change of consciousness. Compliance is about continuously developing skills and abilities in the area of compliance in the workforce. This means offering real learning experiences that include targeted practice and learning cycles in the workplace.

And if microlearning doesn’t offer that, then it’s not a new solution, it’s just new wine in old tubing.

The Microlearning offered so far is considered inadequate by employees for the following reasons:

  • The course formats are shorter, but not necessarily better
  • Multiple choice queries are copied or not clicked themselves
  • New behaviours are not stimulated

A completely new approach is the Microlearning Service of the C2S2 Rulebook platform:

A completely new approach is the Microlearning Service of the C2S2 Rulebook platform:

The platform is a web application that runs on the C2S2 Network Cloud and provides decision makers with information about compliance with business rules via various functions. The Rulebook is integrated into the employee’s day-to-day work life, motivating him or her to adhere to rules for the simple reason that he or she can “look up” which requirements apply and how they can be put into practice quickly and easily at any time. That means in detail:

The company guidelines and rules of conduct are available in the C2S2 Rulebook platform in digital form in the form of use cases (question/answer combinations). With these use cases, additional content in the form of texts (e.g. conditions, technical notes), electronic documents and explanatory videos can be linked and displayed via the C2S2 platform.

The Microlearning Service of the C2S2 Rulebook Platform combines different types of learning into an overall concept.

1. Explorative Learning

The Rulebook is used by the user as a digital assistant by providing the rules intuitively with practical decision-making aids. Employees become aware of other topics in the context of use and “learn” subconsciously in the context of their specific decision-making situation.

2. Microlearning Campaigns

In short sequences, employees are regularly addressed with specific questions that they have to answer. Participation, frequency and results of the responses are documented and can be evaluated.

3. Blended Learning

Corporate Behaviour im rulebook Microlearning

Different classroom training formats can be digitally supported with suitable microlearning tools. In this way the experiences and insights of the participants can be interactively reflected and can also contribute to the improvement of the Rulebook contents.

The question described at the beginning, whether customer gifts are still allowed at all, can naturally only be answered very dryly and circumstantially from a legal point of view. With the Rulebook the employee can quickly make the right decision in the respective situation or is already well prepared for the situation with the microlearning described above. Aided by the Rulebook he can answer by himself which gifts he may give and who he may invite to which event or better not for compliance reasons.