Boring Content Equals Risky Behaviors: How Engaging Awareness Programs Drive Real Change

Employee boredom is a pervasive issue in the workplace, with studies showing that employees are bored at work for more than 10 hours per week on average. (Science Daily) This disengagement very much extends to compliance training, where over 15% of employees do not read or listen to their compliance training, and about 44% feel unprepared to protect their company after such training. (Soocial).

CyberArk surveyed 14,003 employees in the UK, USA, France, Germany, Australia and Singapore to uncover workforce behaviors that security teams are most keen to put a stop to- and a whopping 65% of office workers surveyed admitted they’ve found ways to get around cybersecurity policies in the name of productivity. 

It's no secret that avoidance rates, non-compliance, and wasted time chasing employees to complete their yearly training are endemic in the human risk management space.

However, while some organizations attempt to inject over-the-top humor or transform training into a mini-series to boost engagement, there's a clear line between engaging content and "forced fun." We've seen overly gimmicky approaches leading to the dreaded "cringe factor," which might be as detrimental as boring content.

What Do Employees Want in Training Content?

1. Concise and Positive Material: Employees prefer training that is brief, upbeat, and tailored to their knowledge level. Repetitive or overly technical content can be off-putting.

2. Clear Instructions: Providing straightforward guidance helps employees understand expectations without feeling overwhelmed.

3. Authenticity: Modern employees, especially those under 30, value genuine and relatable messaging. Inauthentic content is quickly dismissed, much like an unwanted social media post.

Keep These Tips on Engagement and Content in Mind:

• Declining Attention Spans: There's a notable drop-off in engagement with lengthy, compliance-heavy texts, often under two minutes, even among conscientious employees. Training strategies must adapt to this cognitive shift by offering concise and engaging content.

• Personalization Over One-Size-Fits-All: A generic approach fails to resonate. Developing a multi-channel, multi-audience strategy that addresses diverse roles, work styles, and security needs is essential. Targeted messages are significantly more effective than outdated, off-the-shelf modules.

• Authenticity Drives Engagement: Market trends indicate that authentic content fosters deeper connections. Employees seek real, honest communication that acknowledges their individuality and expertise.

Conclusion

By focusing on these principles—conciseness, personalization, and authenticity—you can transform your training programs into engaging experiences that drive real behavioral change. Integrating these elements into your strategy, supported by high-quality creative content, is our specialty. Let's work together to elevate your awareness, culture, and security initiatives.