5 smart tips for actively engaging managers in compliance

Compliance sounds to many people like something imposed from above. A set of rules, procedures and checklists that employees must adhere to. But those who think compliance is only something for the legal department or the data protection officer are wrong. Managers have an important role in propagating desired behavior, for example in the area of security awareness or social safety on the shop floor. They are the link between policy and practice. In this blog, you will read why compliance is also a leadership task and how to cleverly involve managers in it.

Compliance begins with leadership

Every organization has policies. About privacy, security and about acting ethically. But policies on paper only have value if they are translated into behavior. And that is exactly where many compliance programs miss the mark: there is too little attention to exemplary behavior, daily context and the why behind the rules. Employees don't look at the employee handbook first; they look at their manager. What does my manager think is important? What does he or she hold me accountable for? What boundaries are or are not being monitored? Those signals determine the perception of norms within a team. And, therefore, compliance.

Why managers are indispensable in compliance

Managers play an important role in successfully implementing compliance.
- They set the tone: managers set the example with their behavior. If they take privacy rules or security protocols seriously, employees do too.
- They translate policy into practice: they, like no other, can make the translation to daily situations. What do these rules mean for this team, in this context?
- They spot risks: because managers are close to the team, they are often the first to notice when something is not going according to the rules.
- They make it open for discussion: in a safe culture, mistakes can be discussed and room is created for learning. Leadership plays a decisive role in this.

The pitfall of compliance

Yet many managers do not feel direct ownership of compliance. They see it as "a project of HR" or "something of the legal department." This creates a gap: compliance is communicated externally, but not complied with internally. As a result, compliance becomes dependent on controls, reminders and sanctions rather than intrinsic motivation.

Security awareness at Wiltec

A good example of compliance as a leadership task can be found at Wiltec. When this organization started working on ISO certification in the field of information security, it was Jos Maassen (responsible for L&D) who actively involved managers. Not only in the development of an e-learning, but also in the communication, test phase and assurance. He ensured that the training matched the language level and practice of each department. Managers were involved in setting up a campaign with internal triggers, posters and rewards. The result: 100% of the employees completed the training. And more importantly: the subject is alive, it is discussed, it is addressed. That is awareness.

Here's how to smartly engage managers in compliance

1. Make it relevant and concrete
   Start with the manager's reality. What are the risks on their team? What can go wrong, and what is the impact? Use real-life examples that are recognizable to their daily work. The more concrete, the greater the engagement.
2. Give room to learn
   Not every manager is an instant expert on information security, integrity or privacy. Offer learning solutions that match their level, position and experience. Consider short microlearnings, hands-on scenarios or a blended learning path with guidance.
3. Make it part of leadership development
   Don't see compliance as a stand-alone issue, but as part of good leadership. Train managers in coaching leadership, interview techniques and risk awareness. Show how their style and behavior influence the culture.
4. Create ownership
   Give managers an active role in implementation. Involve them in creating behavioral guidelines, identifying bottlenecks and coming up with workable solutions.
5. Make compliance measurable and discussable.
   Give managers insight into progress and results. For example, how many team members attended mandatory training? How many reports have been made? Also show successes: which teams are scoring well and why? Share these stories on social media, for example, and make the topic come alive.

Getting started?

Do you want to structurally strengthen compliance within your organization? Then don't just think in rules and mandatory training, but also in leadership development, practical work forms and smart learning solutions. SkillsTown helps organizations to make compliance relevant, accessible and supported. With customization, inspiration and technology that works. See how SkillsTown can help or request a consultation with one of our account managers.