As we continue to expand our ever-growing content library to include the highest quality content from across the world, we are very excited to introduce FISH! as the latest content partner to join Go1. 

You can now access training from FISH! as a part of your Go1 Premium subscription for no additional costs, as well as being able to purchase their courses individually through the Go1 Course Marketplace and Training Assist.

Passion. Fun. Energy. Engagement. The philosophy underpinning FISH! to improve organisational culture taps into these key elements and has been used successfully by over 50,000 companies across the world since 1998. Techniques aimed at making individuals happy and active in the workplace are based around the four principles of Be There, Choose Your Attitude, Make Their Day and Play. FISH! is also used successfully in schools to create environments where teachers and students are excited and passionate about learning.

“We are thrilled that FISH! will now be available to Go1 Premium clients,” said Danielle Peters, Director of Fun with The Training Store.

“Millions of individuals have been trained on FISH! around the world and this partnership will now make it easier for HR and People & Culture Managers to share FISH! with their team.”

FISH! eLearning will offer flexibility, the chance to reignite the philosophy for those with previous training or equip new staff for success, help overcome geographical challenges, offer career and personal development, and allow the reporting and tracking of progress.

It is a relationship which both Go1 and FISH! believe is an innovative step forward.

“Go1 are excited have FISH! come on board as a Go1 content partner. Their high quality training content will be a great value add to our Go1 Premium offering” – Rohan Chandler, Head of Content at Go1.

Get started with FISH! and their courses today!

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All of us have to-do lists that we work through each day for personal reasons or work. The tasks on the list can range from the more benign house chores or preparing slides for meetings to potentially trickier ones such as planning for holidays or fulfilling your professional development requirements. We often enlist specialised products or services to help us complete the tasks. They can be either physical or digital, e.g., the Dyson hand-held for cleaning, HelloFresh for meal sourcing and preparation, the productivity applications of Office365, TripAdvisor and Airbnb for reviews and accommodations, Go1 for your professional and compliance training needs.

The best products or services are the ones that help us accomplish the tasks within certain constraints. These constraints can be about cost, effort, time, and so on. For instance, I need to renew my first aid qualification as cost-effectively as possible. I can enlist Google Web search to help with the task or I can hop onto Go1 for that. Both would likely yield the outcome I want but the best choice would depend on whatever constraints that accompany the task. If I want to be able to find cheap, quality providers and at the same time, not have to scour through dozens of websites, then the latter option would deliver much more efficiently.

Problems occur when undesirable situations arise during the use of the products or services which slow down or worse, prevent the completion of the tasks. Since the first things that the people encounter in an undesirable situation are the more tangible signs, we are often stuck with those and attempt to solve for them. These are just the symptoms and addressing them does not guarantee that the problems will not re-occur. The focus should always be on the things that actually led to the problems.

The root causes to many of the problems in our context of product and service usage can be traced back to three broad groups. The first one is the product or service enlisted is not being used for what it was designed for. It could be as simple as  a person filling a non-tempered glass (with clear instructions advising against it) with hot water and finding that it cracks. The problem now is the person is unable to drink (from it) because the glass is not usable anymore. If I try to solve for the symptom of the glass cracking, I would just replace the glass with another (potentially non-tempered) glass. The problem will re-occur unless I realise that the root cause is the misuse of the glass.

The second one is the product or service genuinely lacks the necessary features to effectively help with a task. Consider an e-commerce website that allows customers to search and buy kitchenware. If the search functionality does not offer the customers the ability to sort the results by price, then it becomes a problem for those who are more price-conscious. The third is the product or service does not operate the way it was intended to. An example would be a vacuum cleaner stopped working after the third use despite the unit being new and the battery being fully charged.

In the following sections, we will look a scenario and unpack two potentially intertwined but distinct topics: the right product for the task and problem solving associated with product usage. For the first one, we discuss the importance of selecting the right product for the task; the lack of which could potentially give rise to problems with the use of the product. This brings us to the second topic of separating the root causes from the symptoms in solving problems associated with the use of products. Together, the ability to build or recommend products that are best suited for the users and to identify root causes for problem solving along the way are the two most critical skills to have in areas such as customer service and product development.

It was a long weekend. Luke visited a hardware store with a broken drill bit on Saturday. As he walk through the entrance, he was greeted by a customer service person. He asked how he could help. He showed him the broken drill bit and was pointed to aisle 18 for replacement. Luke went to the aisle and walked away with a replacement, two of them in fact.

The next day, Luke went back to the same store with two broken drill bits. He went straight to aisle 18. He saw a staff member standing near the electric drill section. Luke showed her the broken drill bit and told her this is the third one in two days. She had a look and asked him what surface was he drilling on. He said concrete and she told Luke that he has been using the wrong drill bits. She pointed him to the right ones and he walked out this time feeling reassured.

The next day, Luke paid the store another visit. He bumped into the same person who introduced him to the masonry drill bit the day before. He told her that the drill bit did not break this time but he cannot seem to get a hole in the concrete wall. She asked him what kind of drill he was using. It was then that Luke found out his regular cordless drill was not fit for the task. He needed a hammer drill and he went to get one. He did not have to go back to the store after that.

It was Saturday the week after and Luke had some friends over for dinner. He showed them to his living area and the photo frames that he have put up recently. He told them about his bad experience with the drill. It was only then that Luke found out there is a new product by 3M that allows him to reliably hang pictures without nails.

Let us first unpack the scenario above from the perspective of tasks and products. As they say, there are many ways to skin a cat. It is important that we first understand the task and the constraints within which the customers want the task to be done before building or recommending products for them. The actual products or services should always come second. In our scenario, the customer was fixated on a particular product to accomplish the task of hanging pictures on the wall. During his repeated visits to the store, the staff members whom he interacted with just went with his choice without questioning what the product was being used for. If the constraint is about being hassle-free, most of us would agree that there are better ways to get the task done. Let us be clear that whilst the “hole in the wall with a drill” approach may not be ideal for that particular customer, it does not constitute a problem.

There is a saying in the innovation community that goes “People don’t want to buy a quarter-inch drill, they want a quarter-inch hole”. I would go further by saying most people do not want holes in their walls, they just want to hang stuff off them. The trick here is to recognise and cut through the intermediate outcomes that sometimes exist with these sorts of task. What would have been excellent customer service is the store assistants talking to Luke about what he was trying to do with having holes in the wall. That would have saved him the effort of running around and the cost associated with purchasing new drill products just to arrive at the same outcome that the use of 3M strips would have.

What causes the problems with the product?

The other important skill that we can unpick from the scenario is root causes versus symptoms for problem solving. The scenario above can be complicated as there are two layers of hiccups associated with completing the task of hanging the pictures. The first layer has been discussed above, which is the hassle from the use of a product when a better-suited alternative approach exists. This may be an inconvenience but it does not qualify to be a problem. The real problems exist in the second layer from the inappropriate use of the product.

Let us assume that Luke really needed the holes in his wall for some reasons. The inability to create those holes using the drill then becomes a problem. Isn’t the drill bit breaking causing the problem you may ask? In reality, the staff member was just helping Luke address the symptom when he points Luke to the aisle to get drill bit replacement. Did replacing the drill bits fixed the problem and helped Luke get the holes he wanted? No, that is not the root cause.

The next time when it was pointed out to Luke that he was using the wrong type of drill bit, the store assistant just drilled into, pun intended, one of the two root causes. In other words, the drill bit breaking was not the root cause, the use of the wrong type of drill bit is. It took Luke another trip to the store to find out the other root cause – he was using the wrong drill. All in all, the incorrect use of the product was the thing preventing Luke from creating the holes, hence the problem. This fits into the first group of root causes as mentioned initially in the article.

We discussed about the importance of helping customers find the most appropriate products or services for their tasks. The use of products that are less suited for the tasks can give rise to all sorts of problems. When problems do occur from the use of products or services to perform tasks, the ability to get to the root of a problem is critical. Addressing symptoms instead of tackling the real problem can be costly for a business. However, getting to the root of the problem can sometimes be challenging, especially if there are multiple causes or the tasks are complicated. Some of the techniques such as the jobs-to-be-done framework which have been discussed in another article can help us build or customise products to solve unmet needs, and the “5 whys” to help us get to the bottom of things. And if anyone ever needs training in these areas, we know that Go1 is the right tool for the job!

Managers: How to Develop Your Employees in 10 Minutes a Week

Imagine for a moment that your employees were consistently improving their skills. And imagine if your employees were developing new capabilities. Sounds like a manager’s dream come true, doesn’t it? Employee development sounds incredibly attractive. But bosses have already got so much on their plates so when are they meant to find the time to develop their employees? And besides employee development sounds like one of those things that HR does.

Now HR does have a role to play in employee training and development. But what I want to share with you is why effective managers take ownership of their employees development. And if you can spare 10 minutes a week then I can show you how you can improve your employees skills and capabilities. And why your employees will love you for it.

How Effective Managers Use Employee Development as a Management Tool

The secret to manager success is that managers succeed when their employees succeed. Effective managers don’t try to be the super hero boss who does everything themselves. Effective managers know how to get the best from their employees. And employee development is one of the tools that you can use to improve employee performance.

PS: Are you looking to Develop Your Own Manager Skills? This article includes extracts from the online training course: How to Develop Your Employees. Are you responsible for the performance of employees as a manager or as someone who works in HR? Find out how to develop your employees in just ten minutes a week.

How Developing Employees Increases Employee Motivation & Retention:

Your employees want to feel like they are learning and growing,

Your employees like to do work that they are good at, and

Your employees want to know that you care about them enough to invest in their future

Did you ever have a teacher, mentor or a coach that helped you to grow? Did that help you to reach your potential? If so, don’t you think it’s time that you played the same role to your employees?

Tip: Help your employees to help themselves by assigning the “How to Develop Yourself” course to them.

Obviously more capable and motivated employees make your job as a manager easier. But because so many managers are snowed under with work I just wanted to speak about finding the time for development.

Some managers think that they don’t have the time to develop their employees. But effective managers know that investing in employees saves them time because:

Skilled employees make fewer mistakes that managers have to fix,

Skilled employees know how to do their job faster and

Managers can manage their workload better when they upskill their employees to support delegation. (See related resource: Ultimate Guide to Delegation)

The 10 minute, Step by Step, Coaching Process

Secure your employees motivation and commitment to the development process,

Help your employee to identify development opportunities,

Collaborate to set performance improvement goals. (TIP: don’t set training goals, set performance goals to ensure that the development results in a business benefit),

Collaborate to identify training resources. (TIP: Check out the Go1 marketplace as a starting place because there’s a wide variety of affordable training solutions),

Collaborate to agree on an action plan (TIP: Help your employees to find development time by agreeing on development time slots, see this video for how this works),

Track your employees process and keep your employee on target (TIP: Don’t solve your employees problems for them, use Active Listening Skills to encourage them to solve their own problems),

Related resource: If you want more detail on how to do this then look at How to Develop Your Employees.

Managing employees is a difficult job, especially when so few managers are trained in the essential management skills. Improving your manager skills will give you confidence in your management ability. And I can tell you that when you help your employees to learn and grow, it feels pretty awesome too.

Developing Employees as An Essential Manager Skill

So now that you’ve seen how developing employees improves employee performance you’ll see why I consider developing employees to be one of the Essential Manager Skills. It’s tempting to leave development in the hands of HR. But I believe it’s worth taking an active and regular interest in developing your own employees. After all - it’s you as the manager who gets the benefit of a skilled team.

Thanks for making it to the end. If you are a manager and found this useful, this article includes material from the course How to Develop Your Employees Find out how to develop your employees in less than 10 minutes a week. This course includes coaching worksheets and a script to secure your employees commitment to the coaching process.


The Go1 platform has got several features that make developing your employees easier. Find out more about how to use these features in the Getting Going with Go1 course

How to develop your employees for better performance and retention

Employers looking for ways to increase employee productivity may find that encouraging employees to take creative breaks could be an effective solution. Studies have shown that scheduled breaks can have a significant improvement on the physical and mental health of employees.

Taking a break not only boosts physical health but can also improve emotional and mental health. As most of us are aware, job-related stress can take a heavy toll on productivity. Even just taking a five-minute break each hour can help employees return to work feeling more refreshed, relaxed, and rejuvenated.

Overworked employees are much more likely to become ill. Even missing one day of work can create serious delays, which is why it’s important to support a healthy workplace. Allowing and even encouraging employees to take breaks on a regular basis can create a more positive and relaxed work environment.

The long-term physical and mental health benefits in the workplace cannot be denied. While some employees will willingly take breaks, others will push themselves until they are exhausted. For this reason, employers might wish to consider instituting a policy of required scheduled breaks.

It’s entirely possible for employees to work too hard. This is particularly true for employees who can set their own schedule. The issue is that continual stimulation can have a negative effect on the brain.

Taking a break for even a few minutes can help employees feel more revitalized and come back to work with renewed sharpness and clarity. Physical movement can also help get oxygen and blood flowing to the brain, which allows employees to work to their full ability.

Regardless of the type of business you run, the work environment can affect the overall productivity of your company. Scheduling regular breaks shows employees that you appreciate them.

This type of policy will ensure employees know they a part of an organization that cares about them, their health, and their happiness. When employees are happy where they work, they naturally tend to be more productive.

Many employees are shy about asking for breaks even when they need them. As a result, they often work up to and past the point of exhaustion.

By scheduling regular breaks, employers can remove some of the burden on employees who might be nervous about speaking up when they need rest. When people feel more comfortable about communicating, the workplace will naturally function better.

How Often Should You Schedule Breaks for Employees?

According to experts, the longest employees should work before taking a break is 90 minutes. In an ideal situation, employees should work for one hour or less before taking a short break.

With that said, the way you choose to schedule breaks for employees may be determined by your workflow patterns and corporate culture. Below are a few popular ways to schedule breaks for your employees to help boost productivity.

Pomodoro Technique – Also known as the 25/5 split, this strategy allows employees to work 25 minutes at a time before taking a short 5-minute break. After four 25-minute work sessions, employees then take a longer 15-minute break. The goal of this strategy is to maximize an employee’s attention span.

50 On and 10 Off – With this strategy, employees work for 50 minutes and then take a 10-minute break. This strategy works well for employees who have longer attention spans.

Exercising at their desks, such as yoga or stretching

Courses to Facilitate Scheduling Breaks and Boosting Employee Productivity

Rethinking Motivation and Productivity in the Workplace

This course offers scientific research and an innovative model for increasing motivation levels in the workplace.

Reduce Your Stress and Anxiety: Practicing a Simple Meditation

This course can help employees to dramatically reduce their anxiety and stress levels. The lectures contained in this course shows employees an easy-to-learn way to practice effective, yet powerful meditation techniques that will provide physical and mental relief.

Although many people have a fairly good idea of what’s good for them and what’s not when it comes to eating, it can still be a struggle to eat healthy at work. Even so, learning how to maintain a healthy diet in the workplace, including snacking on breaks, can go a long way toward helping employees feel more productive.

This course shows employees how to stay healthy at work by making better food and beverage choices. Employees can eat smarter by choosing healthier places and times to eat.

Employers are not completely responsible for employee productivity, but making the effort to encourage employees to take regular breaks can help employees feel more comfortable about stepping away for a few minutes. That alone can aid in boosting employee morale and productivity.

How you can schedule breaks to increase employee productivity

When you’re looking for your next job, you always want to show yourself in a good light. Many people believe they’ve got the experience on their resume that will do all the talking for them.

At the other end of the spectrum, others write themselves off before they get to the interview stage and say that they aren’t employable because they don’t have a formal education or a long resume.

But it doesn’t really matter which one of these people you are - it’s important to know that you can change your employability for the better.

This is especially true when it comes to retail. In this sector, employers look for certain skillsets that will make you the perfect candidate for the job. Most of these will involve interacting with customers.

For example, retail often involves serving customers and meeting their needs and demands. This is the case no matter what the situation is. In other words, whether they are happy or disgruntled about something, it’s your job to deal with it properly.

Of course, the real question you’ll have is how you can build and improve on the customer service skills that you need for your next retail job.

One of the best ways to become more employable is to choose online e-learning courses. This is a fantastic and innovative way to learn new skills and train for your next job, no matter what role you’re thinking of applying to.

Training courses will increase your retail knowledge and give you something to add to your resume and talk about in your next interview. Choosing to enroll in online courses also shows initiative to your new employer, as well as the desire to learn yourself.

So let’s find out a bit more about online training and the benefits that it offers you.

Online learning is becoming the most popular way to complete training inside and outside of the office. For job seekers, it’s a way of gaining new skills that will allow you to remain competitive in the job market and land your dream job in retail.

Not only will new skills help you to get a job successfully, but it will also mean that you can perform better at your future job immediately.

The great thing is that there are hundreds of courses that you can choose from that will benefit you in retail. From learning about the best ways to deal with angry customers to improving your listening skills, there’s a course for everything.

But, one of the most important factors that can affect any training is motivation. Thankfully, online learning courses can be accessed anytime and from anywhere. This means that you can choose when you learn and at a time and place that is best for you and when you’re motivated to learn.

All you need is your own device and you can access lots of online courses. Whether you learn best relaxing on your couch in the evening or when you are heading somewhere on the bus, you can take your training anywhere with you to improve your chances of landing a retail job.

Everyone has a different learning style. So while some people assume you have to be tech savvy to enjoy online courses, this is definitely not the case. The truth is that anyone can use e-learning courses!

E-learning courses are designed to be easy. This means that it’s simple to work them and learn all of the information that you need to gain the skills you want.

Plus, online training takes many different shapes and forms. What we mean by this is that there’s a format that everyone loves to learn with. If you’re a visual learner, there are animated training videos that you can watch or if you are a gamer there are plenty of courses that use gaming to teach you. Doesn’t that sound great?

All of the e-learning courses are created by professionals and some are even accredited, which means that you can rely on this training for your retail job. You can gain certifications and really gain useful qualifications for your resume.

So, what are you waiting for? Online learning is the best way to make sure that you have the skills you need for your next job in retail. You can finally stand out from the crowd in a good way and become the perfect candidate for the job.

In fact, it’s never been easier to build your resume and become the best in retail. All you’ve got to do is choose the online courses that you want and get started right away. You’ll become employable for life with your new, useful skills.

When you train using online e-learning courses today, you gain your next retail job tomorrow.

Get the right training for your next job in retail

The Go1 team are please to announce the release of the following capability in July 2018, including SCORM improvements, our Xero Integration, updates to our content management tools, and other minor improvements.

Please remember if you have an suggestions for improvements or new features, please email them to product@go1.com

Interactive Resource Display Improvements

Learners will notice an improved display when accessing interactive learning resources:

As a learner, you can browse for interactive learning resources through the Explore section of your portal. When you click to view a resource, if it has a price, you will be taken to the Overview page for that item so that you can purchase it. If that resource is available to you directly, either because it is free or it is available as part of your subscription, you will access a full screen display for that interactive resource (without having to click to Launch).

You can close the full screen display at any time and this will return you to the previous page you were on. By selecting the learning resource again, to be returned to your previous spot within the interactive resource.

Likewise for interactive learning resources within a course, when you click to open that resource, it will immediately open in the new full screen display.

When you complete an interactive learning resource within a course, at the end of the file you will see an option to continue to the next resource within that course and selecting this option will take you directly to that next resource.

If you select to close an interactive learning resource within a course, you will be redirected to the My Progress tab for your enrolment in that course.

The above improvements will also be visible to learners accessing standalone interactive learning resource or a course containing interactive learning resources from an external learning management system (LMS).

Administrators now have the ability to publish a standalone learning resource as a SCORM file, allowing for it to then be uploaded to an external LMS. This option is available on any standalone learning resource that has been created on your portal, or to which your portal is subscribed (such as items within Go1 Premium). Please note: To publish a learning resource to SCORM you will need to enable the SCORM Integration which is available through the Integrations area of your portal.

Content authors will also notice some usability improvements when adding/editing interactive learning resources:

When you select to add or edit an interactive learning resource, whether it be a standalone item or a learning resource within a course, you will see the display through which you can control the title, description, file and promotional image associated with that interactive learning resource.

 	You now have the option to remove the existing file, instead of having to first select to upload a new file.
 	The options formerly required for you to specify the display format for your interactive resource will no longer be visible, as all interactive learning resources will automatically display within our new full screen interface.


You now have the option to remove the existing file, instead of having to first select to upload a new file.

The options formerly required for you to specify the display format for your interactive resource will no longer be visible, as all interactive learning resources will automatically display within our new full screen interface.


Once you have saved your interactive learning resource, as the author you will have the option to access the Overview for that resource. This will allow for you to review the details associated with your resource, and to select to launch the full screen display to preview your interactive resource file.

You will also be able to view results tab for each learning item, and see a list of enrolments.

 	 Can be found within edit course .... button for the SCORM file you can View Overview , and you will see a results tab. You can also see a Launch button which will take you to a full screen display.


 Can be found within edit course .... button for the SCORM file you can View Overview , and you will see a results tab. You can also see a Launch button which will take you to a full screen display.


On the.... button for a standalone interactive learning item you can select Settings or as shown within a course, settings>publish/sharing . This takes you to the settings page of the file, and at the bottom of the page is the "Publish as SCORM" option.

Super administrators have the ability to enable this integration via the Integrations area on your portal. Once enabled and integrated with your Organisation from Xero, you will have the ability to import employees from the payroll section of your Xero organisation as learners within your portal.

Please note, this functionality is only available to Australian and US Xero organisations at this stage.

 	We are also offering a special promotion to current Xero customers who do not yet have a Go1 portal. Xero customers will have the ability to sign up for a free Go1 Portal and access a selection of 5 courses from our Premium offering, for FREE. Find out more about this promotion here: http://go1.com/xero.


We are also offering a special promotion to current Xero customers who do not yet have a Go1 portal. Xero customers will have the ability to sign up for a free Go1 Portal and access a selection of 5 courses from our Premium offering, for FREE. Find out more about this promotion here: http://go1.com/xero.

Within the settings area of your portal, sits a new tab; Portal content selection. 

Selection: The first Go1 content management tools visible in the settings is the portal selection feature. The premise of this feature is it allows for administrators to control the marketplace, subscribed and shared content that is visible on their portal.

It works by allowing both super administrators and administrators the option to select the content that will be visible to the users via the Explore area of your portal.

Admins will see the option to select all or one of the following;

 	Free Content (Go1 marketplace which is available for direct enrolment for free)
 	Subscribed Content (Go1 Premium available, per your subscription)
 	Pay per use content (Go1 marketplace content which has a cost or requires learners to submit an enquiry)



Free Content (Go1 marketplace which is available for direct enrolment for free)

Subscribed Content (Go1 Premium available, per your subscription)

Pay per use content (Go1 marketplace content which has a cost or requires learners to submit an enquiry)

However, for some customers we understand that you may not want to make all of the content in the above content categories visible on Explore.

You must deselect at least one of the three content categories (Free, Subscribed, Pay for Use) for the Custom Selection feature to become available for enablement - the above are all enabled by default.

If you choose the button Custom Selection, you will be to see all the content available to include on this portal, where you can filter or use keyword search add the selection to the portal content group. Bulk actions to add all content within the results to your custom selection, or to remove the items currently selected, are also available.

For current customers who have the Go1 Marketplace option currently disabled within the Configuration page within Portal Settings, when this feature is released, the Free and Pay for Use options will be disabled by default.


Sharing: As the second improvement to content management tools, we are working to support the ability for content authors to control who has permission to view or access the content they create. Examples of content sharing include an author sharing a piece of content, such as a course or standalone learning resource, to specific users on their portal, groups on that portal, to another portal on which they are an administrator, or to public (meaning that it is submitted to the Go1 Content Team for consideration for inclusion as part of the Go1 Marketplace).

This feature is currently available for testing through our Early Access Program, as of 11/7/2018. If you would like to use this feature in EAP please email product@go1.com

Content Sharing also allows content authorities to share content across Go1 portals, without the need to publish that content to the full Go1 Marketplace.

When a Super administrator, Administrator or Author is creating a course or standalone learning resource, they will be able to access a sharing modal popup, giving them the ability to control the sharing permissions for that content.

The portal content selection as mentioned above also includes a Shared with portal section, this will allow for super administrators and administrators to select which content that has been shared to their portal through the Content Sharing feature should then be available through the Explore section of that portal.

Users must use the updated version of a quiz

Users must use the current version of a quiz

 	When an author selects the Edit Quiz button, they will see a message that there are Pending quiz attempts on this quiz, which means there are learners who have not passed the current version of this quiz.
 	Admin will then choose which version of this quiz learners will complete

 	Can Select: Updated version (this will remove all Learners answers from current attempts and the learner will need to restart the quiz)

 	If admin selects this option they can then Continue editing quiz.


 	Can Select: Current version ( Learners will continue to see their current version until they have completed and passed the quiz) 





When an author selects the Edit Quiz button, they will see a message that there are Pending quiz attempts on this quiz, which means there are learners who have not passed the current version of this quiz.

Admin will then choose which version of this quiz learners will complete

 	Can Select: Updated version (this will remove all Learners answers from current attempts and the learner will need to restart the quiz)

 	If admin selects this option they can then Continue editing quiz.


 	Can Select: Current version ( Learners will continue to see their current version until they have completed and passed the quiz) 



Can Select: Updated version (this will remove all Learners answers from current attempts and the learner will need to restart the quiz)

 	If admin selects this option they can then Continue editing quiz.



Can Select: Current version ( Learners will continue to see their current version until they have completed and passed the quiz) 

If admin selects this option they can then Continue editing quiz.

If you are an an super administrator, administrator or manager on a Go1 portal, you can now add  Enrollment ID as a value within the Enrollments report

 	Select Enrollments within the Administration area of your portal
 	Select Filter to control the filters applied to this report and add the field Enrollment ID = generic or specific id
 	Select Configure to control the values that are visible within this report, select Enrollment ID to see the unique values associated with the enrollments within Go1 displayed in the report.



Select Enrollments within the Administration area of your portal

Select Filter to control the filters applied to this report and add the field Enrollment ID = generic or specific id

Select Configure to control the values that are visible within this report, select Enrollment ID to see the unique values associated with the enrollments within Go1 displayed in the report.

The ability to reuse learning resources across courses!

Sign up for a free trial today and try it out for yourself!

You’ve probably heard the phrase ‘work-life balance’ more times than you can count. But how often do you stop to consider what work-life balance really means and how it applies to your life? After all, this shouldn’t just be a catchy phrase, but rather, a way of life. Setting healthy and distinct boundaries between your work life and personal life has many benefits, from improved career prospects to better interpersonal relationships. 

Unfortunately, while most of us understand the importance of setting boundaries, this is often easier said than done. Despite their best intentions, many people struggle to separate their work life and personal life, with one-third of employees saying it is harder to achieve a work-life balance than ever before. 

It can be all too easy to find yourself checking work emails on your day off, calling a client after hours, or working through your lunch break to finish a project. Failure to separate your work life and personal life might seem innocuous at first. However, over time, it can lead to disastrous results, including poor mental and physical health. You also could find yourself overworked due to your inability to unplug. What was once an active and thriving personal life has now made way for work, work, and more work. 

To help avoid these issues, we’ll offer actionable strategies to set healthy work-life boundaries and separate your work life and personal life once and for all. 

While work-life boundaries have always been important, the widespread move to remote working due to COVID-19 has highlighted this issue. Some people find it easier to achieve a healthy work-life balance while working from home, whereas others think it blurs the lines between your work life and personal life.

To demonstrate this, Fingerprint for Success found that the average workday lengthened by 48.5 minutes following the initial lockdowns in March 2020. Additionally, 51% of employees say they experience burnout while working from home, while 67% feel pressure to be available at all hours of the day. Further, 40% say that unplugging after hours is their biggest challenge. 

On the other hand, 67% of people say their work-life balance improved when they started working remotely. 

While this is a positive trend for some, 66% of full-time employees in the US say they have a poor work-life balance, and 52% of UK employees say that boundaries between their work and personal life have become increasingly blurred.

Why employees must prioritise their personal life

Poor work-life boundaries can have far-reaching consequences, adversely affecting everything from employee motivation and relationship satisfaction to mental and physical health.

For example, employees who neglect their personal life and work more than 55 hours per week have a 1.66 times higher risk of depression, 1.74 times higher risk of anxiety, and 1.3 times higher risk of coronary heart disease and stroke.  

Similarly, women with male partners who work more than 50 hours per week are less satisfied with their relationship than those whose partners worked less. A survey by Grand Canyon University backs this up, finding that family relationships (48%) and friendships (47%) suffered significantly for people with a poor work-life balance. 

These findings should send a resounding message to all workers: a poor work-life balance can have lasting real-world consequences. Addressing these issues should be a top priority for employees and organisations alike. 

Poor work-life balance harms organisations too

A poor work-life balance doesn’t just harm employees, it can also harm organisations. For instance, 72% of employees consider work-life balance very important when looking for a new job, while 33% say work-life balance is the most important benefit a job can provide. 68% of employees also say poor work-life balance negatively impacts their morale and motivation at work.

A majority of people (60%) say that bad bosses that are overbearing, demanding, or mean are the factor that harmed work-life balance the most, followed by frequent overtime, inflexible hours, incompetent co-workers, and long commutes. 

In contrast, a company culture that encourages healthy work-life balance can improve productivity and retention while reducing healthcare costs. 85% of companies that offer work-life balance programs report an increase in productivity, while 33% of employees with a good work-life balance say they plan to stay longer in their current role. Finally, companies with good work-life balance programs have 50% fewer healthcare costs. 

As such, employers must show a genuine interest in their employees’ work-life balance to create a happier, healthier, and more motivated workforce. 

With these statistics in mind, the question becomes: ‘how do I prioritise my personal life and establish healthy work-life boundaries?’

Once you learn to set boundaries based on your obligations and priorities, you will feel more in control, leaving you free to make decisions that allow you to lead a productive life both at home and at work.

While there are many strategies to establish healthy work-life boundaries, a good place to start is ensuring you take regular time off to avoid burnout. A study by Roy Morgan found that, on average, Australians have 16 days of unused personal leave. Further research revealed that 2.4 million full-time working Australians have gone over a year without taking leave, with 86% experiencing some level of burnout as a result. It should go without saying, but this advice also includes taking time off for sick leave when you need to. 

Additionally, employees should discuss flexible working arrangements with their employers. According to one survey, 69% of employees agree that companies should offer flexible working to foster a better work-life balance. Normalising remote working has been one of the few benefits of COVID-19, opening a whole new world of possibilities for flexible working arrangements. Many employees can benefit from a hybrid working model or even working from home full time. 

67% of people say their work-life balance improved when they started working remotely, while 86% say that working remotely reduces their stress levels. Plus, 97% of people say a job with flexibility has positive impacts on their overall quality of life.

Once you have committed to setting work-life boundaries, it’s a good idea to put pen to paper and write those boundaries down. Writing down your goals and commitments will help you take them more seriously.

Studies have shown that people who take the time to write down their goals are more likely to achieve those goals. For example, one study found that people who vividly describe or picture their goals are 1.2 to 1.4 times more likely to accomplish their goals. 

Therefore, if you have decided that you will disconnect from work every evening by 5 pm to focus on your personal life, make a note of it on your calendar. Create a schedule that works for you, then stick to it.

Today, most people are bombarded by technology. As a result, most of us never truly unplug from technology, with one survey finding that 38% of people never unplug from technology, while only 20% say they unplug from technology regularly. This constant connection has blurred the lines between our work life and personal life. 

Simply turning off your phone and going for a walk, taking time to connect with your loved ones, or spending a few minutes working on another activity is a terrific way to relax and unwind. 

It can also be a good idea to unplug entirely on weekends or when you take personal leave by uninstalling apps such as Slack from your phone to remove any temptation to check them. 

Many people find themselves stuck at the office far later than they should be. Whether you’re so focused that time gets away from you, or you have too much on your plate and not enough hours in the day to get it all done, working long hours is a problem. Globally, 11% of employees say they work more than 50 hours per week. 

Not only is this not healthy for you physically, but it also eats into your personal life and negatively affects those who care about you. As mentioned, working more than 55 hours a week significantly increases your risk of depression, anxiety, and heart attack, while also reducing relationship satisfaction. 

One simple change can alter that. It’s as easy as committing to leaving the office on time, regardless of your workload. No excuses. If necessary, let others know about your commitment, so they can help hold you accountable.

Meditation is an excellent way to decompress and disconnect mentally from work once you arrive home. Regular meditation is a fantastic option for people who have trouble unwinding once they get home because they are still caught up in the day’s events.

Disconnecting from work once you arrive home can also help you be more creative. To get started, Go1’s Daily Meditation Collection is an online course designed to help people get into the daily habit of meditation.

Reserve time in your schedule for personal activities that add value to your life and allow you to recharge. These activities could include a weekly social night, daily exercise, a regular date night, or family activities. It is also important to set aside time by yourself where you can relax and unwind. This simple change will give you something to look forward to while also helping you manage your time more effectively.

On a related note, it is also vital to take time for your personal life during the workday. This means not working through your lunch break and taking regular breaks throughout the day to avoid burnout.

One of the most common problems that people encounter when trying to separate their work life from their personal life is that others continually tempt them to stray from their goals. 

Co-workers or even your supervisor might ask you to work later when you should be spending quality time with family and friends, or even just some time on your own relaxing.

To combat this problem, make sure you communicate your boundaries with friends, family, and work colleagues to ensure everyone understands the lines you have drawn to establish healthy boundaries. 

If you have decided you will no longer be available to work on the weekends, give your team at work a heads-up. You could also set up an out-of-office response for your email. 

If your manager is unwilling to respect these boundaries or your workplace culture is too demanding, it might be time to look elsewhere for a company that encourages healthier work-life boundaries. 

Juggling your work life and personal life is rarely an easy task. Yet, it’s imperative that you strike that balance to avoid burning yourself out. Remember, striking an appropriate balance between your personal life and work life is important not only for your physical health and mental wellbeing, but also for other people in your life.

Need some support to establish a better work-life balance? Go1 can help. Start your free trial today to access dedicated courses on Creating a more balanced workplace, Work-life balance tips for employees, and many more.

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We’ll offer actionable strategies to set healthy work-life boundaries and separate your work life and personal life once and for all.

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