Are you trying to outperform your rivals to grab a greater share of existing demand? Do you blame your slow growth on your market? 

You could benefit from learning more about blue ocean concepts – an exciting methodology that can take you from market-competing to market-creating. 

This month, the Blue Ocean Academy is running a free webinar called Blue Ocean Discovery™ on February 28 2019.

This introductory webinar will show you how Blue Ocean Strategy and Blue Ocean Shift are applied in multiple industries and business models and how blue ocean thinking can be useful to you in whichever field you may be in. 

Throughout the webinar, you’ll discover the systematic 5-steps to making a blue ocean shift process that will help to kick-start your journey towards a blue ocean!

The webinar is targeted for users who are just beginning to explore blue ocean and want to understand more about blue ocean concepts and methodologies.

Sign up to the free Blue Ocean Discovery™ 35-minute webinar session today!

False

Discover how Blue Ocean Concepts can take you from market-competing to market-creating

As we operate in an increasingly complex risk landscape, it’s crucial that companies get things right when it comes to compliance. 

 All organisations, large and small, need to make sure they’re being compliant with the relevant laws and regulations for their industry. 

This is important not only for the safety and wellbeing of employees, but also for the success of the business. After all, there are serious consequences of non-compliance, including legal proceedings, fines and penalties, and the loss of income and reputation. 

The best way to significantly reduce your compliance risk, while helping to keep staff safe and accountable, is to provide mandatory compliance training to all employees. 

With proper compliance training, employees will be kept up-to-date on the laws, regulations and policies that are applicable to their employment, while gaining a solid understanding of their rights and responsibilities in the workplace. 

Wondering what compliance issues your mandatory training should be covering? 

Here are some of the key areas of compliance you should be including in your employee training. 

Workplace safety is one of the most important compliance areas and something that should definitely be included in mandatory compliance training. 

Companies face considerable fines and business impacts if they fail to be compliant with current workplace safety laws and regulations. 

To avoid this, and keep your employees safe on the job, employers must provide appropriate workplace safety training for all staff and take responsibility for providing them with a safe workplace.

That means delivering mandatory compliance training to all staff on workplace safety policies and procedures. Depending on your industry and job role, this could include modules in areas such as manual handling, PPE awareness, and emergency and evacuation training. 

Workplace issues such as bullying, harassment, discrimination, and inappropriate conduct also pose a significant risk to both workers and businesses.  

According to Safe Work Australia, work related stress and bullying is costing Australian employers $693 million every year. With the maximum penalty for breaching the Work Health and Safety Act being $3 million, it’s really not worth the risk of being slack when it comes to compliance. 

Unfortunately, company scandals involving ethics and corruption continue to demonstrate that many organisations are failing when it comes to building a culture of compliance. In the interest of your company’s reputation and long-term success, you must understand the importance of compliance and build an ethical work culture that respects and follows it.

Make sure you’re delivering mandatory compliance training on topics such as bullying, sexual harassment, discrimination, and equal opportunity, to continually remind staff of important key messages. It’s important to look at the policies you have in place across these areas and the legal obligations and laws around them. 

Next on the list? Data management and security training. 

Unfortunately, many companies have experienced the effects of serious data breaches and cyber attacks. 

It’s really important that companies have effective security programs and policies to keep these threats at bay, to protect company data, as well as any sensitive and confidential information relating or belonging to their customers or clients. 

Earlier this year,­­­ we saw some very important changes around data breaches. These changes were made to increase the level of security for individuals, protecting customer data that companies have access to. Organisations will now have to prove that they are taking this issue seriously. 

Businesses that fail to show they have the right compliance measures in place – or are at least making efforts to – will face serious fines, with civil penalties of up to $1.8 million.

To minimise this risk, make sure you’re educating staff about data security and compliance. Investing some time and money in compliance training is worth the investment, to make sure your business is safeguarding against the event of a data breach or cyber attack. 

Training staff around this issue and increasing your cyber security is your best line of defence. You can learn more about the precautions you can take to protect yourself and your business from malicious ransomware and the risk of cyber attack here.

Using eLearning to reduce compliance risk

Now that you know the key areas to focus on with your mandatory compliance training, you’ll need to get things set up and running for your employees. 

If you’re keen to update and improve compliance training for your employees, moving your training online is a great place to start.

Using an eLearning platform such as Go1 Premium to create and deliver compliance training will help your staff engage with learning materials while completing their mandatory courses. 

The Go1 platform also allows you to easily track staff progress, see how each team member is going with the content and whether they may need additional direction, assistance or further resources. 

To make things even easier, you can choose to use your own compliance content with the Go1 platform, creating a fully customised program for your employees.

By making compliance training mandatory for all staff, you’ll soon have greater peace of mind for your employees and your business. Remember, when it comes to compliance you really need to get it right. 

For more insights, be sure to subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs.

Wondering what issues your mandatory compliance training should be covering? Here are some of the key areas of compliance training you should include in your employee training.

Basic mandatory compliance training that companies should be delivering to their staff

Wondering what issues your mandatory compliance training should be covering? Here are some of the key areas of compliance training you should include in your employee training. 

One of Go1 Premium's most popular content topics is Communication. The Go1 library offers a variety of content to help ensure all the components of your workplace communication are working together. Check out this month's course category series, to find the right communication course for you.  

Typically when you think of communication in the workplace, you think of having the skills to avoid and/or mitigate conflict. Yes, those skills are important, but they only form one part of good communication skills. To maximise your employee communication skills, your learners require training in written and online communication, face-to-face communication, as well as learning communication skills to manage specific situations such as conflict, client relationships and/or project management - plus much more!

Why should you include communication courses in your training program?

Most people can agree workplace communication is very important to a business. Good communication ensures staff productivity, job satisfaction and staff morale. Communication serves two essential functions in every organisation; first, it disseminates the information needed by employees to get things done, and secondly, it builds relationships of trust and commitment.

When you browse the content tagged as communication in the Go1 library, you might notice there is a lot of content covering a lot of different topics. Traditionally, when training employees on communication, Learning and Development focuses on the "words." However, communicating is more than that and includes the writing as well as courses that cover non-verbal communication, listening, communication via social media, and more. 

Focus on including content that can firstly up-skill users in better sharing information (be it face-to-face or via an online means). Having the right skills and techniques can help sharing and knowledge collaboration, especially these days in the workplace employees are now communicating via emails, social media and other written means. Without the right skills, it can easily lead to misunderstandings. Help your staff make sure the messages they share are understood correctly, by including courses on written communication. 

Additionally, arm your staff with the appropriate skills to manage relationships and team work. Communication between departments and team members is essential for productivity, collaboration and accountability. This can be a broad-brush content area, but we suggest focusing on (at least to begin with), the common skills employees always need. These are areas such as managing difficult conversations, how to use the right body language, and how to ask the right questions. 

Depending on your business type, communication skills are critical to sales success. Here, you might also include communication content that is specific to customer-facing employees. This is a content area in itself, and should be in addition to your internal communication content, for the staff that are on the front line. 

BizLibrary is a premium provider with content available to all Go1 customers (aside from those in the US). If you need a reliable provider to cover all your workplace communication content - this is the provider for you! Their philosophy is "Better communication among employees creates a better workplace in all areas." BizLibrary has curated different series of communication content to help your learners communicate in a variety of situations. 

The Business Etiquette Series is worth enrolling in. It focuses on communication via different mediums such as social media and email. With 144 courses in Go1 Premium tagged as communication, they have a variety of learning items that cover the diversity of communication skills employees need to be successful in the workplace. Courses such as their  High Impact Communication Series offer action tips for your learners to takeaway and instantly improve both their writing and public speaking.  

Come back next week to learn about some different Go1 providers who also have quality communication courses we think you should enrol in!

For more insights, subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs.

Do you want to ask your boss the right questions, easily build rapport with your team and write the best email your colleagues have ever seen? 


Course category of the month - February: communication  

The adage “time is money” is no secret to the United States’ $60 billion corporate learning industry. It’s also known that historically, many training programs have been viewed as “one-size-fits-all,” with facilitators simply going through the motions of the mandatory training process. A recent Forbes article reported that only 10 percent of corporate training initiatives are effective.

One area of training that is incredibly important from a legal perspective – and to your company’s bottom line – is compliance training. Depending on your industry, this area may be highly regulated. You may face rules on the type of content provided in compliance training and how many employees are required to participate in and pass the training. That’s a tough goal to achieve, especially when the training content can be uninspiring and disengaging.

How can you make compliance training more engaging, and ultimately more successful, despite legal regulations? Consider implementing technology.

As technology advances and more training programs are offered partially or completely online, industry innovators can use tools like adaptive learning and gamification to make the process more successful and engaging. We shouldn’t view compliance training through a different lens than onboarding – so why not use existing technologies to revamp these trainings, too?

Last year, the Education Technology Industry Network of the Software & Information Industry Association valued the EdTech market at $8.38 billion – and that’s just for PreK-12. In addition to the many apps, digital assessments and technologies available, personalized learning has contributed to this growing market.

Adaptive learning is made possible by algorithms and machine learning that recognize what users already know, what they need to learn and how best to learn it. Benefits include increased control over learning material, higher learner engagement and confidence, increased knowledge retention, and higher pass rates. Adaptive learning is the future of education – and for corporate compliance training.

Learning platforms often use tagged content or quiz results to alter content, but new-to-market analytics and algorithms can help L&D managers apply true adaptive learning to training and compliance content. When machine learning recognizes that an employee already has a basic understanding of the content, the employee can save learning time by starting at a more appropriate level, focusing on content that will truly benefit them, rather than using across-the-board introductory materials.

Perhaps most importantly, predictive and prescriptive analytics have the ability to track behavioral patterns – such as when a user re-reads passages several times, rewinds videos, skips back and forth, or passes through a learning unit – to identify employees who are not likely to pass the training. By identifying these employees early, platforms can adapt training content automatically to increase pass rates, improve knowledge transfer and save time.

Millennials grew up in the digital age, with computers, cell phones and video games at their fingertips. Technology might not come as second nature to all learners, but for millennials, digital is their way of life. In fact, 78 percent of millennials feel that the use of technology in the workplace makes them more efficient, according to PwC.

A recent report by U.S.-based global market research and consulting company MarketsandMarkets suggests that gamification can “align the motivation of the employees… to derive the desired actions and results from them.”

But how? Gamification is engaging, motivating and inspires creativity. It can make repetitive training content more exciting. Goals and rules are defined, and progression is based on merit. Training milestones are achievable and can be displayed on a training leaderboard for friendly competition.

In 2013, select Applebee’s franchise locations used gamification in the workplace to promote new menu items and teach employees about workplace rules and safety. Employees received points and prizes, and winners were recognized throughout the restaurant. As a result, customer service ratings improved at the top performing franchises. Staff felt more motivated, and long-term retention improved.

Whether in the food services industry, banking or manufacturing, compliance training can be made more efficient and engaging through the use of technology. Adaptive learning helps trainers deliver the most relevant content to each learner, and gamification makes the training fun and exciting.

Josh Bersin of Bersin by Deloitte has said that corporate training is “one of the most important (yet often least respected) parts of business.” But innovations are changing the industry for the better, and you can make a difference in your employee training with these investments.

How to increase engagement in compliance training

Ever heard the expression “all workplaces are different; all workplaces are the same?”

 It’s true. No matter where you work, or who you work with, there will always be certain challenges to deal with. And some are more common than others.  

Knowing how to deal with challenges quickly and effectively is the best way to get your team back on track. With the right strategies, you can prevent these issues from escalating any further and restore balance to the work environment.

Here are five of the most common workplace challenges that we’ve discussed on the Go1 blog and what steps you can take to deal with them. 

At some point, all managers will be faced with an employee who is difficult to deal with, has trouble working with colleagues, or continually fails to hit their KPIs and deliver.

When addressing an issue with an employee, it can be helpful for managers to know the difference between performance and behaviour. Why is it so important to distinguish between the two? Because differentiating between the two will affect the way in which you manage the situation.

If it is a skills issue, and therefore performance, then you’ll need to think about providing further training to your employee. You might also consider a mentoring or coaching solution. There may be limitations with inadequate tools, or software, or other problems with the workplace environment – these can then be reviewed and appropriately addressed. 

Similarly, if an employee is struggling to meet deadlines because of limited time, restructuring of work tasks could be a solution. In all of these scenarios, you can see that it is not the behaviour or attitude of the employee that is the problem.

In terms of misconduct, or behavioural issues, this can be harder to address and fix. Ensure that you have a current position description that clearly outlines the duties of the position and the performance and behavioural expectations of the job. 

It’s important to have this serious discussion with the employee about their behaviour, so you can then identify a way to resolve it and come up with strategies to improve the situation. 

This might feel difficult, but leadership comes with a price – and a significant part of that price is the responsibility to give feedback, coach and address the performance of any team member that does not measure up to expectations. Doing this with your employees is also an opportunity for them to grow and learn.

Employee absenteeism can be a tricky one. 

While it’s inevitable that staff will need to take time off from work every now and then, it’s important that employers and managers stay on top of absenteeism.

Certainly, absence from work due to sickness, injury, mental health, or caretaker duties should always be dealt with in a fair and compassionate way. However, unfortunately, some employee absences are based on less legitimate reasons – and this is where things can become more challenging for employers and managers.

All of the above reasons are considered to be authorised absences, due to legitimate reasons. On the other hand, we have unauthorised absences: calling in sick to attend a job interview, work on their CV, hang out with friends, go to the beach, sleep off a hangover… you get the idea.

To make things more complicated, an employee might be staying away from work due to bullying, harassment, burnout, stress or any other work-related reason. Or avoiding going into work because of heavy workloads, stressful meetings, or disengagement from their job.

If this is the case, employers and managers need to know, to get to the bottom of the issue and address it. You don’t want employees using their sick leave for these reasons, and you don’t want the kind of organisational culture where people are feeling too stressed, disengaged or under-valued to come to work.

An absenteeism policy will help to make things clearer when it comes to how absences are monitored, recorded and managed across the company. Your policy will help to inform employees of the exact process they should follow for any absence, including who, how and when to notify their employer

The policy will also include information on the difference between authorised and unauthorised absence, making it clear that unauthorised absence is a disciplinary matter that may result in action. When employees know that all absences are being monitored, reviewed and documented, the number of unauthorised absences is likely to decline.

Addressing bullying and harassment in the workplace

Many of today’s organisations pride themselves on being committed to diversity, equality and inclusion. However, unfortunately, bullying and harassment is still a serious workplace issue. And an issue that absolutely must be addressed by employers. 

When bullying becomes a problem in the workplace, it doesn’t just affect the person or people being harassed and targeted. It can very quickly become a problem for the whole company, with poor performance rates, reduced productivity, and low morale across the organisation.

Let staff know that the organisation’s goal is to provide all employees with a dignified and respectful workplace and that any form of bullying, harassment or discrimination will not be tolerated. 

Develop and implement a strong bullying and harassment policy, to show your commitment to providing a safe and productive environment for your employees, while promoting a positive work culture for all. This policy will also ensure your organisation is compliant in this area.

For staff, your anti-bullying policy will help them to accurately recognise and define unacceptable behaviour in the workplace while guiding them to the appropriate resources and contacts for assistance. As an employer or manager, keep your door open. Keep your own mental attitude positive. Continually remind employees about HR policies you have in place around code of conduct, harassment and discrimination.

You can also use online training courses to make sure all employees are well-informed of the organisation’s stance and policies on bullying and know exactly where to go for information and who to contact in the event of bullying or harassment.

A certain amount of tension in the workplace can be considered normal. It can even lead to the generation of new ideas or ways of doing things. 

However, things become much more serious if a workplace disagreement or discussion turns into an ongoing conflict between two or more staff. Like any conflict, if allowed to fester, it will soon turn the workplace into a toxic environment.

If left unchecked, inter-office politics can result in bullying, harassment, and a negative work culture. It can also lead to poor team performance, low productivity, absenteeism, and high staff turnover – all of which will affect your company’s reputation and bottom line.

When there’s a conflict going on in the workplace, whether it’s the office, sales floor, call centre or job site, it’s vital that managers keep calm and lead by example.

If a discussion turns heated and offensive in the workplace, managers need to take quick action to put an end to the conversation.

Taking action and confronting issues head-on is part of good leadership. Ingrid Fredeen, a specialist in ethics and legal compliance training, recommends taking the following steps to address the behaviour professionally:

Avoid attacking the employees personally or taking sides

Focus on behaviour rather than opinion, instead of pointing out offensive or inappropriate conduct

Be clear that employees (who work for private employers) do not have an absolute right to express personal opinions at work

Help the employee understand the consequences for repeat conduct

The more that you practice taking action on conflict resolution, the easier it will be over time.

Last but not least: let’s talk about how to keep staff motivated and engaged in the workplace. 

Have you noticed certain employees taking longer lunches, skipping meetings, or checking out mentally from their work tasks?

This can and will happen from time to time when staff become disengaged from their job. Rather than getting frustrated with your employees, it’s best to have some strategies in place to help keep team members focused and on track. 

Here are three things you can do to keep energy and motivation levels high across your team. 

Work with each staff member to establish a goal that you want them to achieve. This could be hitting a sales target or deadline, landing a particular client or gig, securing a set number of new customers… anything that will help to motivate and boost their performance.

Positive feedback and recognition is an important part of increasing employee motivation and engagement. People are much happier, and work harder, when they feel valued and know that you’ve been paying attention to their efforts. 

Provide training and development opportunities

Sometimes a lack of training can be what’s causing staff to feel disengaged and unmotivated. An employee may feel that they haven’t received the right training to perform at their best level, or that the company isn’t interested in supporting their professional development. Spending some time learning new skills can have staff coming out of training feeling re-energised and ready to put their new knowledge to good use. 

As you can see, employee training comes up time and time again as one of the best ways to overcome challenges in the workplace. Whether you’re dealing with poor employee performance, lack of motivation, team conflict, or workplace bullying, effective training can really help mitigate these issues. 

Investing in employee training will help to make sure your business continues to hit targets and reach organisational goals, driven by employees who feel supported and encouraged in their professional development and career. 

Here are five of the most common workplace challenges that we’ve discussed on the Go1 blog and what steps you can take to deal with them.

Common workplace challenges and how to deal with them

The content spotlight this week is on Leadership HQ's Leadership Attitude Toolkit Course.

“Leadership is something that affects each of us, every single day. And great leadership can transform an individual, a team and an organisation like nothing else can.” Sonia McDonald.  Sonia McDonald. (McDonald is the expert behind the Leadership Attitude Toolkit). 

The Leadership Attitude Toolkit is the course you need to start your employees on their leadership journey. Designed for individuals who may not currently be leaders in their workplace, the detailed toolkit helps them transition into a leadership position. It does this by teaching essential tangible and non-tangible skills to help them adapt to the new role and succeed.  

Within the one course, a learner is taken through a full leadership training circuit. Discussion of frameworks begin the course providing the right amount of theoretical foundations for learners, so they can understand the different types of leaders and the critical difference between leaders and managers. However the emphasis of the course lies with the content that discusses people leadership. Leaders need the right communication styles to get results from their teams. This course helps provides skills on how to mentor, coach and deal with disruption.  

It is a thorough course, which speaks to its name as being a toolkit for your staff to go to, throughout their journey of leadership.   

The course has four modules built out with a variety of chapters containing different learning resources called chapters. 

In total these topics include a series of videos, PDF resources, bonus content and each chapter concludes with a quiz. 

Add Leadership Attitude Toolkit to your learning program today!

Leadership HQ is one of Go1's single course providers. The Leadership Toolkit was developed by world-renowned executive leadership coach Sonia McDonald and her team at LeadershipHQ to work with her exclusive clients. Go1 was very excited to be able to make this highly sought-after course available to you, on our platform and included in the cost of your subscription. 

*Leadership HQ content is available to all Global Go1 Premium content subscribers. 

Want more details about Leadership courses?

If you only want to add one leadership course to your training program, this is the one!

Course of the week: Leadership Attitude Toolkit

In today’s fast-paced and competitive business environments, innovation is critical for success. 

So if you want your organisation to stay ahead of the competition and achieve growth, you need to foster a workplace culture of innovation. 

But how do you go about doing this? It’s easy to say “let’s be more innovative!” but what steps can employers take to make this happen?

In order to be truly innovative, employers need to create a working environment where staff are encouraged to generate and develop ideas. 

Team members who are able to come up with new concepts, or streamline old processes and solve old problems, will always be an asset to any company. And the ideas generated by these employees are what’s going to give your company a competitive edge. 

Here’s how to help encourage a culture of innovation, growth and new ideas in your workplace.  

More and more companies are setting up physical spaces to encourage greater creativity and innovation in the workplace. 

Intel, for example, has built an innovation Open Lab to facilitate and enhance open research and innovation opportunities for the company.

Martin Curley, director of Intel Labs Europe, describes the kitchen in the innovation lab as having whiteboards from top to bottom, all over the room, “so people can improvise and create prototypes in real time.” 

“There is a certain ambience in the room which lets people know they have permission and license to innovate,” he says.

Vodafone has also moved away from traditional office layouts and meeting rooms, focusing more on the creation of central areas where people can relax, have coffee and brainstorm. 

According to Rachel Mooney, Vodafone Ireland HR director, “different areas of the business were working in silos [which] tended to hold back new ideas and creativity.” 

The new working environment led to greater communication and innovation, by creating opportunities for conversation between everyone – not only across different departments but most importantly at different levels. 

In addition to giving people the right working environment and space to flourish, it’s also important to make sure employees have time to be innovative. 

Many workers are flat out getting through the everyday tasks and functions of their job. Especially if they’re running between back-to-back meetings. There often isn’t much time to come up with new strategies and ideas – strategies and ideas that could have the potential to really grow the business. 

In order to combat this, Google has created a “20%” program that gives its developers permission to spend 20% of their work hours on a creative project of their own. 

More workplaces are thinking like this, taking steps to ensure staff are given the time they need to come up with the big ideas.  

Don’t just listen to new ideas – use them

So you’ve taken steps to help your employees become more innovative and creative. 

But there’s no point encouraging employees to brainstorm and generate new ideas if they’re never going to be taken on board. 

When someone comes up with a great idea, use it! Listen to the fresh ideas your team members come up with – then implement them. 

Journalist Pamela Newenham, writing for The Irish Times, believes, “ideas have to be implemented or they’re not worth anything. To truly innovate, companies need to ensure a culture that supports new ideas and new ways of doing business efforts, but also execute those ideas.” 

This might sound a bit odd at first, but a huge part of innovation is about taking risks. 

That’s why it’s important to let employees know that failure is okay. After all, not every new idea is going to be a big hit or huge success. But how will you know, if you don’t try? 

If employees are too scared to speak up about a new idea, or worried about losing their jobs if it fails, things will just stay the same. Without innovation, there is no growth. 

As Laura DeCarlo, business success coach at Career Directors International, says:

“To learn to fly we have to test our wings… In the workplace, you either let them try to express their creativity or you will kill their drive and desire to contribute.” 

John McSweeney, head of innovation at EBS, has similar words on this topic:

“People shouldn’t be afraid to challenge the status quo. In an atmosphere of fear you will never get innovation.”

Within your company, let people feel safe to speak up about their ideas and concepts. Treat people’s new ideas gently and with respect. Some of these ideas will be responsible for taking your business to the next level.

Supporting growth and new ideas in the workplace

Totara Content Marketplace: Your gateway the world’s best content providers

Learn more about how you can access a single, comprehensive training solution via your Totara Learn instance, with Go1 content.  

Go1 's content marketplace, spans content from areas of compliance, professional development through to general training. With this extensive library of e-learning content available directly from your Totara platform, you can easily and conveniently create courses that address your workforce needs.  

Join Hanan Wagie Go1's Partnership Specialist in February, as she takes you through the highlights of the Go1 content Marketplace and content providers. 

How Go1 brings together training from the best providers globally into one place, let Hanan showcase the different content and content providers to you and the value a subscription to the Totara Content Marketplace could bring to your organisation and learners. 

How easy it is to enable the Go1 marketplace via your Totara Learn instance. It takes only three steps to set-up the Go1 content library and begin customising your own organisations library.

Learn how to redeem your 2019 free subscription to the ‘Top 10 Popular Premium Courses".

Learn about the Totara Content Marketplace

Register for the Totara Content Marketplace webinar

Welcome to our first episode of The eLearning Assist Podcast for 2019!

In this episode, Go1’s VP of Marketing Scott Cooper talks to Louise Nott about all things onboarding. 

Louise is a member of the Employee Experience team at Amicus, who recently won a ‘Best Training Project’ award from LearnX for their awesome onboarding program. 

Amicus recently partnered with Go1 to improve the way employee onboarding and training is delivered across the organisation, so we’re thrilled to hear they’ve been recognised for the success of their onboarding program.

At Go1, we believe a successful onboarding program is key to employees feeling engaged, motivated and supported in the workplace – right from the get go. It helps to establish a solid working relationship between employers and their staff, and facilitates clear communication channels, with new hires knowing exactly where and who to turn to for help. It also sends the message that this is a company that cares about employee development.

As Louise says: “You want your team members to be able to get set up as soon as possible. You want them to be able to join the business and hit the ground running from day one.”

Throughout the podcast, Louise shares her tips on how to develop and roll out a good onboarding program, as well as providing some must-do items that will impact your learners from day one on the job. 

So how did the Amicus team create an award-winning onboarding program for their employees? Tune in and find out! 

In this episode, GO1’s VP of Marketing Scott Cooper talks to Louise Nott about all things onboarding. 

Louise is a member of the Employee Experience team at Amicus, who recently won a ‘Best Training Project’ award from LearnX for their awesome onboarding program.

The eLearning Assist Podcast: Tips from Amicus on Creating an Award-Winning Onboarding Program by GO1

You can also hear more about the company’s experience with Go1 here, with Louise and Scott talking more about the implementation process and how incorporating Go1 into Amicus’ onboarding program has impacted the employee learning experience. 

Don’t forget – the Go1 eLearning Assist podcast is available through iTunes, making it even easier for you to keep up-to-date with our episodes.

What’s the Go1 eLearning Assist all About?

Go1 eLearning Assist is a monthly podcast covering trending industry information. 

With each episode of the podcast you’ll hear from a different member of the Go1 team or industry expert, sharing their knowledge and expertise. Through the sessions, we’ll cover all aspects of learning and development from:

With our iTunes podcast you can simply tune in and catch up at a time that suits you.

Subscribing to Go1 eLearning Assist is easy. Simply go to the iTunes store on your device and enter ‘Go1’ in the search toolbar. When you see this image, you’ll know you’re onto the right one!

Press 'Play' to start listening. And don’t forget to click the ‘Subscribe’ button, to stay up-to-date with new podcasts as they're released.

If you have any questions about any of the items covered in the podcast please let us know as we’d love to help you out!

Also, feel free to contact us if there are any topics that you would like to see covered in future episodes. That way, we can make sure we’re talking about things that are important to our listeners!

Our eLearning Assist podcast will feature regular interviews with industry experts. If you think you'd be a good fit to be a guest, get in touch!

The eLearning Assist Podcast: Tips from Amicus on Creating an Award-Winning Onboarding Program

Ask any office worker what’s most frustrating about their job and it’s highly likely they’ll mention meetings in some form or other. 

Too many meetings. Long, pointless meetings. Meetings that ended up being a complete waste of time. And the biggest one: meetings that could’ve been done over email!

If you’re feeling frustrated by the number of meetings you’re attending, you’re not alone.

Many employees know the challenges that arise from trying to juggle too many meetings – especially when those meetings often feel pointless, disorganised or counterproductive. 

You know the feeling: you’ve just got into the perfect work zone, feeling 100% inspired and focused, when your alarm goes off to advise of a meeting. By the time you get back to your desk and regain concentration, it’s only to have it broken by yet another meeting. 

When your calendar is constantly booked out with back-to-back meetings, it becomes very hard to find the time to carry out all those tasks discussed at meetings!

Blog