Code of Conduct
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This training program was created to complement the annual Code of Conduct training with in-person workshops. The objective was to encourage employees to discuss topics that are often interpreted differently and to integrate the Code of Conduct more closely into their daily work and decision-making processes.
Responsibilities: Learning Experience Design, Facilitation
Methods and Tools Used: PowerPoint, Me-We-Us
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Read more about the project in detail below.
Problem and Solution
The client company organized annual mandatory Code of Conduct training, which had previously ranged from individual reading of the document to facilitated discussions on Teams. However, employees were reluctant to voice their concerns or observations during these sessions. Outside of training, HR continued to hear about issues that raised questions among employees. The client hoped employees would integrate the Code of Conduct into their daily lives and reflect on it more practically, making it a part of their daily work and decision-making processes.
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I first identified the common issues reported to HR outside of training to address this challenge. By pinpointing these key themes, I was able to design learning experiences that were relevant to both the learners and the company. I recognized the importance of cross-functional conversations for my client, so I structured the training as an interactive workshop with gamified elements to engage all participants.
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I created multiple-choice questions for each theme from the company's Code of Conduct and the frequently mentioned issues. The answer options were designed to be tricky and provocative, capturing participants' attention and prompting careful consideration. These questions were closely tied to employees' daily work and decision-making. Participants used colored paper signs to indicate their chosen answers.
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After revealing the correct answer, participants discussed their thoughts with a partner before sharing their insights in a group discussion. This "me-we-us" method caters to different learning styles, supporting those who need time to think individually and those who learn best through sharing with others.
The feedback from these 45-minute workshops was overwhelmingly positive. Participants appreciated the efficient timing and the more interactive, engaging approach to the Code of Conduct. They felt the training was more relevant to their daily work and heightened their awareness of their own decision-making. Employees who had previously raised issues with HR were pleased to see their concerns addressed at the forefront of the discussion.