If you’ve ever tried to boost eLearning compliance in your facility, you know it can feel like pulling teeth. Reminders go out, deadlines loom, and somehow there’s always a handful of staff who haven’t logged in or completed required modules. But what if the problem isn’t laziness or lack of care, what if it’s a lack of connection?
In this third post of our series, we’re exploring something different. What if we could make compliance not only easier but more enjoyable, meaningful, and personal? What if staff looked forward to training because it helped them grow—not just as caregivers, but as people?
Let’s reframe how we think about eLearning compliance and shift from mandates to motivation.
Turning Learning Into Play: The Power of Games and Competition
We’ve all seen how staff light up during holiday contests or team-building events. That same energy can be channeled into compliance training. Imagine monthly competitions between departments where the team with the highest completion rate gets a pizza party—or where individuals earn digital badges they can proudly display on a leaderboard.
Games and friendly competition make compliance less about obligation and more about team spirit and pride. Even small rewards can spark big engagement. It’s about turning something staff “have to do” into something they might “want to win.”
So ask yourself: What small shift could you make today to bring a bit of fun to your training program?
Let Them Lead: Autonomy Builds Buy-In
One of the most overlooked tools in adult learning is autonomy. When people are given choices, they invest more in the outcome. This is especially true in long-term care, where staff often feel over-scheduled and under-heard.
Try giving your team the option to test out of repetitive courses through knowledge checks. If someone has consistently demonstrated competence, let them skip the basics and move on to something new. Or better yet, offer elective modules—focused lessons that allow them to explore topics that interest them, like dementia communication, leadership skills, or cultural competency.
When learning feels personal, engagement follows. And when engagement goes up, so does compliance….naturally, not forcefully.
Accountability Through Positivity, Not Punishment
Compliance deadlines and overdue notices can create tension. But punitive approaches rarely inspire change. People aren’t motivated by fear for long. What works better? Encouragement, recognition, and belonging.
Instead of focusing on who hasn’t completed training, start by celebrating those who have. Publicly acknowledge progress, send thank-you notes, or give a shoutout in staff meetings. Create a culture where people want to participate, not because they’re scared not to, but because it feels good to be part of something.
That doesn’t mean we ignore accountability. It means we redefine it. Hold people to high standards, yes—but get them there with support, not shame.
From Checked Boxes to Career Paths
Finally, let’s talk about the bigger picture. Staff are more likely to care about training when it clearly connects to something that matters—to their goals, their facility, and their future.
Make it clear how training aligns with performance reviews, promotions, or specialty roles. Show how learning contributes to facility goals, like lowering fall rates or improving dementia care. Frame compliance not as a box to check, but as a tool for personal and professional growth.
When staff see that learning helps them do their job better and opens new doors, they’ll engage with it more seriously and more enthusiastically.
A Thought to Leave You With
Think about the last time you learned something new and felt proud of it. Now imagine giving that feeling to your team, every time they log into a training module.
Compliance doesn’t have to be a burden. It can be a source of pride, curiosity, and confidence. And when we support our employees in learning this way, the impact doesn’t stop with them—it trickles down to residents, to quality of care, and to the culture we build every day.
Let’s stop asking, “Why won’t they complete their training?” and start asking, “How can we make it something they look forward to?” Because that’s where the magic happens.
Author
Amanda Keith, MSN, RN, PHN, PhD
Healthcare Academy Clinical Content Manager
