Your organization moves as fast as your people can learn. And right now, skills are evolving faster than ever. In fact, 40% of core workforce skills will shift by 2030, and over 30% of today’s skills are becoming obsolete.  

For L&D leaders, that means constant change—navigating new technologies, shifting business demands, and economic uncertainty. It’s tough to keep up, let alone predict the skills your company will need next. So, how do you stay ahead?  

The need for targeted upskilling and reskilling 

Organizations need skill-based learning that’s proactive, data-driven, and supports their strategy, which means you need to be able to:   

Pinpoint the skills your employees already have 

Spot the gaps that stand between today’s capabilities and tomorrow’s needs 

But recognizing skill gaps isn’t enough. You also need the right learning to close those gaps. That’s where Go1’s Skills Insights comes in. 

Built on data from over 11 million employees and 130,000 courses, Skills Insights takes the guesswork out of skill-building. This new tool gives L&D teams actionable insights into skill development trends, learner satisfaction, and content engagement—so you can make informed decisions, fast. 

Understand what matters most  
Track how your teams engage with learning, which skills are in demand, and how employee capabilities evolve over time. You’ll also discover emerging industry trends—no additional surveys or guesswork required. 

Shape smarter learning strategies 
Uncover hidden skill gaps, measure engagement, and turn insights into action with personalized recommendations and benchmarking tools. 

Measure and prove impact 
Go beyond basic enrollments and completions to show real ROI. Connect your learning programs to business outcomes with data on top skills, employee engagement, and time spent learning. 

Insights that drive action—not guesswork 

L&D teams often rely on outdated KPIs and surface-level metrics that don’t tell the full story. Many vendors provide impressive-looking dashboards, but they don’t highlight real skill gaps or offer next steps. 

We’ve taken a different approach. With Skills Insights, you get the data, context, and strategic guidance you need to build high-impact learning programs without second-guessing.   

Skills Insights is just the beginning. Over the coming months, we’ll improve benchmarking capabilities, refine our data sets, and roll out new features to help you drive measurable impact—whether that’s faster skill growth, better learner engagement, or clearer alignment to business goals. 

Skills Insights launches on February 18. We can’t wait to show you how it changes the way you approach skills training. 

If you're already a customer, reach out to the Customer Success Team for more information, or click here to see how Go1 can help you unlock deeper learning insights that matter!

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Discover how Go1's new tool, Skills Insights, can help you truly understand employee training and improve the impact of learning on your business.

More than 95% of founding executives stated that Emotional Intelligence (EQ) in leadership is more important than IQ. And a lack of EQ is one of the top reasons for career derailment. 

In this article, we'll explain emotional intelligence: Why it's essential in times of crisis and how to build it in leaders and their teams.

EQ, first coined in 1990 by researchers John Mayer (not the singer) and Peter Salovey, refers to the ability to understand, manage, and influence one's own and others' emotions. 

Self-awareness: Recognizing and understanding your own emotions, thoughts, and behaviors.

Self-regulation: Managing and controlling one's emotional responses, particularly in challenging situations.

Empathy: Understanding and sharing the feelings of others.

Most of us don’t make our best decisions when we feel overwhelmed or distressed. But, we do when we’re calm, centered, and regulated — all of which are hallmark signs of high emotional intelligence.

Leaders with high emotional intelligence are better at handling the complexities of crisis management. They can navigate emotional dynamics, maintain stability, and guide their teams through challenges with clarity and compassion.

Leaders who are emotionally intelligent during times of crisis can:

Make better decisions, recognize the impact of their behavior on others, and adapt their approach as needed. (Self-aware)

Remain flexible and avoid making rash decisions or displaying erratic behavior that could undermine team confidence and morale. (Self-regulated)

Provide others with the support needed to navigate difficult times, improving team cohesion, morale, and trust. (Empathetic)

Here’s what this looks like in practice:

A software company faces a significant data breach, causing employee anxiety and customer outrage. Sarah, an emotionally intelligent CEO:

Remains composed: Sarah self-regulates by acknowledging her initial panic but quickly regains composure. Her ability to remain calm prevents further panic within the organization.

Offers team support: She empathizes with her team's stress and acknowledges customer fears, showing genuine concern in her communications.

Leads with transparency: Sarah provides regular, honest updates and creates open channels for questions and feedback.

Takes action: Sarah quickly assembles a response team and adapts strategies as new information emerges.

How to develop emotional intelligence in leaders

To become more adept at emotional intelligence — and make your leaders better people managers — leaders should:


Encourage leaders to schedule regular check-ins with trusted peers or mentors to gain external perspectives on leadership behaviors and emotional responses. Likewise, ask them to review their actions, decisions, and interactions every few weeks by considering these questions:

Do I often find it difficult to name or describe my emotions?

How do I usually react when things don't go as planned?

How do I usually deal with anger or frustration at work?

Can I usually sense when someone on my team is feeling stressed or upset, even if they don't say anything?

Do people often come to me for advice or support, or do they seem hesitant to approach me?

How do I handle team conflicts or disagreements? Do I address them head-on or avoid them?


Additionally, require that leaders gather feedback after a crisis has occurred. Questions to get you thinking might include:

How supported did you feel by leadership during the crisis? What specific actions made you feel this way?

Did you feel safe expressing your worries or challenges to your manager?

Did you feel your concerns were heard and acknowledged? Can you give examples?

Have your leaders self-assess with questions like:

Did I create safe spaces for emotional expression, or did I shut down difficult conversations?

When did I feel most emotionally triggered and how'd that affect my decisions?

Which of my emotional reactions surprised me during this crisis?

When did I prioritize being 'strong' over being authentic?

How to cultivate emotional intelligence in teams

Once you’ve assessed where your employees are today and have set specific professional development goals, offer them custom, targeted training materials. 

With tools like Go1, leaders can offer employees classes on stress management, empathy, and communication — all with the goal of building collective emotional intelligence. 

Each class should include interactive elements like group discussions, role-playing, and real-life scenario analysis to make training more engaging and effective. 

An example of scenario-based training might look like this:

The problem: A flagship product at your company has suddenly become unresponsive, impacting thousands of users. The customer service line is ringing constantly, and social media complaints and criticism are bombarding your team. There's no immediate fix.

The task: Ask team members to map out exactly how they’d approach the problem with solutions rooted in self-awareness, self-regulation, and empathy. This should include details on cross-collaboration with team members, external and internal communications, post-crisis follow-up, and more.

Make emotional intelligence your greatest asset

Teaching leaders and their teams how to lead with emotional intelligence in times of crisis can feel abstract. Unlike learning hard skills, which often have more direct measures of success, emotional intelligence can feel more difficult to tackle.

With Go1, you can make soft skill learning just as simple as hard skill learning. We provide easy-to-integrate training content that’s relevant, accessible, and designed to make digital learning a simple part of everyday work.

Ready to get started? Book a demo and see how Go1 can help your team bring emotional intelligence to work every day.

Emotional Intelligence (EQ) is crucial for leaders, especially in a crisis. Learn why EQ matters, how it impacts decision-making, and how leaders and teams can use EQ to navigate challenges.

Handling a crisis at work? Emotional intelligence is your best tool

Frontline leaders in service and retail hold a unique and challenging position. They bridge the gap between customer-facing teams and business management, keeping day-to-day operations on track while ensuring their teams stay motivated and deliver great customer service. It’s no small task—even on the best of days. 

How do you train these new leaders who often get pulled into daily operational tasks instead of having the space to work on the wider direction of their teams? 

In episode four of L&D in 20, Monica Rothgery, a former COO of KFC US, author, and consultant, underscores the importance of investing in the development of these leaders, particularly in soft skills and leadership. She argues that by equipping these employees with the right knowledge around team management, operational efficiency, problem-solving, and customer service, everyone benefits. Teams will be happier, employee churn rate lowers, and business goals are met faster.  

Read on for Monica’s practical insights for organizations looking to build a strong, self-sufficient team of frontline leaders. 

Communication, empathy, and problem-solving are just some of the crucial soft skills for effective leadership, but they need to be taught. Employees in frontline roles are often young and have risen rapidly through the ranks. Last week, they were a shift manager, today they're an assistant manager, and six months into the future, they’re the store manager, all within one year. 

When did they have time to learn how to manage conflict, or how to monitor a store’s productivity? Monica emphasized that it's crucial for organizations to have systems in place to educate their leaders in these skills. 

For example, a manager who can effectively communicate expectations and provide constructive feedback is more likely to have a motivated and high-performing team. Similarly, a manager who can empathize with employees and understand their challenges is better equipped to address issues and foster a supportive culture. While technical skills are important, they’re not enough to ensure success in a leadership role. By investing in the development of these soft skills, organizations can create a more cohesive and resilient workforce. 

Another critical aspect of frontline leadership development is building self-sufficient managers from day one on the job. Monica suggests that organizations should focus on equipping these managers with the skills and confidence to handle shifts independently. This reduces the burden on higher-level managers and frees up their time to focus on crucial tasks. It also ensures that the organization can operate smoothly, even in the absence of senior leadership. 

Self-sufficient managers are better prepared to make decisions, solve problems, and manage unexpected situations. This level of autonomy is essential in a fast-paced environment where quick and effective decision-making can make the difference between a positive and a negative customer experience. By fostering this independence, organizations can create a more agile and responsive workforce. 

So, how do we get there? How can you help your leaders on the ground be there for their teams, while simultaneously working towards business goals? To build a team of confident frontline leaders, start with comprehensive leadership training programs. These programs should focus on both the technical and soft skills. Monica recommends a combination of formal training sessions, mentorship programs, and on-the-job learning opportunities. 

Formal training sessions can cover topics like effective communication, conflict resolution, and team management. Here at Go1, we work with content providers like Hemsely Fraser and Harvard ManageMentor who specialize in these topics. You can even take it a step further with our expert curated playlists like Get Started in Leadership: Tips for New Leaders & Managers and Develop your Future Leaders. 

Mentorship programs, on the other hand, provide a more personalized approach, allowing junior managers to learn from experienced leaders and gain valuable insights into best practices. Lastly, on-the-job learning opportunities, such as shadowing senior managers and taking on leadership roles in smaller projects, can build confidence and competence.  

For practical skills, content delivery should be fast, short, and ideally at their workstation, so they can apply new learnings straight away. Employees across service and retail face fast-paced environments that can throw up challenges at any moment. The ideal blend of learning enables employees to understand key points quickly, and is applicable to their tasks and responsibilities. 

If you want to make a real change in your life, you often have to start at the bottom. If you want to run a marathon, you don’t aim for running a marathon in your first training session. You start with a jog, and once you can do this well, you increase your distance and your speed. Change one manageable component at a time, get the basics right, and over time, you’ll have made significant changes. The same goes for your organization.  

Investing in the development of frontline leaders is equivalent to investing in the cornerstones of your operations. First and foremost, it ensures that the organization has a strong bench of capable leaders who can step up when needed. This is particularly important in an industry like service or retail where turnover is high, and the availability of skilled leaders can be a challenge. 

Additionally, well-trained frontline leaders can contribute to the organization's strategic goals. For example, rather than acting as an overpaid team member firefighting daily operational challenges, they can focus on sales building, leadership, and financial analysis. 

These are the critical areas for the long-term success of the business. As Monica put it, “We didn't need to teach them how to make chicken. They were awesome at that. We needed to teach them how to think and behave like leaders and business owners.” 

Investing in the development of frontline leaders is a strategic imperative for organizations in the service and retail industry. By focusing on soft skills and building self-sufficient junior managers, organizations can create a more resilient and capable workforce. Monica Rothgery's insights highlight the importance of comprehensive leadership training programs that equip managers with the skills they need to succeed. 

By helping these leaders step away from day-to-day operational tasks, you give them the space to analyze what’s going on around them, to think critically, and to recognize where issues or opportunities lie. By prioritizing the development of frontline leaders, organizations can't only improve operational efficiency but also foster a culture of excellence and continuous improvement. 

For more on the topic of upskilling frontline leaders who are new to management, be sure to check out L&D in 20 Episode 4: Empowering frontline leaders: Lessons from fast food to Fortune 500 with Monica Rothgery 

Empowering frontline leaders: Lessons from fast food to Fortune 500 with Monica Rothgery

Frontline leaders in service and retail drive team morale, customer satisfaction, and business success. How can you best prepare them to thrive in this demanding role?

Educating frontline leaders: Sustainable business success

San Francisco — Jan. 27, 2025 — Go1, the most diverse learning content aggregator, announced its recognition as the winner of the Technology & Innovation category in the 2025 Dayforce Partner Growth Awards. This prestigious award was presented during Dayforce's Sales Kick-off event, which celebrated outstanding innovation and collaboration among its global partners.

The Dayforce Partner Awards honor partners who demonstrate exceptional performance across critical areas, including technical proficiency, implementation excellence, and customer success. Other winners include EY, Clear Course, Adaptalytics, The Hackett Group, and AdminaHealth. 

By winning the Technology & Innovation category, Go1 distinguishes itself as a transformative force in Dayforce’s partner ecosystem, highlighting the company's ability to create innovative solutions that add tangible value for customers within the Dayforce platform.

"This recognition by Dayforce is a testament to our commitment to technological innovation," said Chris Eigeland, Go1 CEO. 

"This award reflects our dedication to delivering cutting-edge learning solutions, helping maximize employee development and thus drive impactful business outcomes.”

For more information about Go1's partnership with Dayforce, visit Go1.com.

From left: Steve Holdridge, President & COO at Dayforce; John Chevalier, Partner Director at Go1; Beata Reimer, Head of Global Partner Ecosystem at Dayforce

Go1 frees L&D leaders from endless content searching so they can focus on what matters most: developing people. By consolidating essential skill development and compliance training into a single aggregated platform, Go1 has helped 10,000+ organizations reduce L&D content costs while improving the learner experience. The company has raised over $400 million in funding from investors AirTree Ventures, Blue Cloud Ventures, Five Sigma, Insight Partners, Madrona, Salesforce Ventures, SEEK Investments, SoftBank Vision Fund 2 and Y Combinator. Go1 is a Y Combinator 2023 Top Company and an SAP Partner with an SAP Endorsed App. To learn more, visit Go1.com.

Media Contact
PANBlast for Go1
Ryan Hecker
Go1@panblastpr.com

Helping companies unlock the power of employee-centered learning, Go1 earns recognition at Dayforce's Sales Kick-off event

Go1 Wins Dayforce Partner Growth Award in Technology & Innovation

Artificial Intelligence (AI) is the name of the tech game. It's everywhere, and it's moving fast. But, with fast-moving progress comes questions about safety, ethics, and a need for guidelines. And that's where the EU AI Act comes in. It's the first law of its kind internationally, making sure that AI is developed and used in a way that's not just smart, but also safe and fair. 

And here's the thing: This Act isn't just a law to follow. It's a roadmap for businesses to build a solid foundation of AI know-how and ethical standards.  

In this article, we'll walk through the key points of the EU AI Act, and why sticking to it is so important. We’ll then share some tips on how to get your team trained on all things AI, so you're not just playing by the rules, you’re leading the industry in innovation. Curious to know more? Let's dive in. 

The EU AI Act is the first of its kind, and a blueprint for the rest of the world on regulating AI systems. This law, governing AI in the European Union, ensures these systems are developed and used in a way that protects fundamental rights like privacy and non-discrimination. For example, it's not always possible to find out why an AI system has made a decision or prediction and taken a particular action. It makes it difficult to assess whether someone has been unfairly disadvantaged, like in a hiring process or an application for a public benefit scheme. While most AI systems pose limited risk and can contribute to solving many societal challenges, some AI systems produce undesirable outcomes. 

The EU AI Act lays the groundwork for a responsible and ethical AI environment with some strict rules for transparency and accountability. While this law will only be applicable within the EU market (for now), we can be sure that similar legislation will roll out across the globe in time. 

Why should you care about the EU AI Act? 

The EU AI Act focuses on categorizing AI systems deployed and used in the EU according to their risk levels.  

These systems will be assessed and deemed to be either minimal, limited, high, or unacceptable risk. Importantly, the Act also highlights the need for AI awareness and literacy. By spelling out clear rules and expectations, it's pushing companies to invest in training and education for their teams. This is particularly important for HR and L&D leaders, who must ensure their workforce can understand and apply ethical AI practices.  

Article 4 of Chapter 1 makes it clear that employee training should be a priority for all businesses. This isn't just about following the law — it's about building a workforce that truly gets the ethical and technical ins and outs of AI. And that's a big deal for creating a future where AI is a force for good. By following the Act, you can prove to key stakeholders that your organization is approaching AI use ethically. You’re building trust with transparency and accountability. 

The consequences of non-compliance with the EU AI Act are significant. Businesses that fail to meet the Act’s requirements could face reputational damage and fines of up to €35 million or 7% of global annual turnover, whichever is higher. So, here’s the bottom line: By getting ahead of the game and making compliance a priority, you’re not just avoiding risks but also reaping the rewards of being a responsible innovator.

While it's important to get your team up to speed on the EU AI Act, the new law doesn't outline what exactly this means. It asks employers to ensure adequate 'AI literacy' for employees, but with no specifics on required training.  

As the expert in employee training for both upskilling and compliance, Go1 is here to help add some guidance on where to go from here. Here's the first three steps we'd recommend to be on your way to compliance. 

Step 1: Raise general awareness about AI 

Help your people understand why AI literacy is important for their jobs. Ensure your employees have a solid understanding of AI applications within your product and around their individual workflows. Once they see the benefits — like being more efficient and innovative — they'll be on board. Think about setting up workshops and online courses that let your team actually use AI systems. The more they use them, the more they'll get to know how they work and what they can do.  

Next, create curated training playlists covering important AI basics like transparency, accountability, and non-discrimination to align with the principles of the EU AI Act. Providers like Go1can help you get there, and suggest courses for different teams or specific roles. This could include courses like a beginner’s guide to AI, safety concerns when using AI, or more advanced courses around eliminating biases and using AI for business strategy. Personalizing the training to individual employees is key. It'll help your them understand the importance of AI in their roles, how to manage risks, and how to keep their skills up to date. 

We all know that continuous, bite-sized learning, rather than dropping a large training module on your employees, is the best approach. But sometimes, priorities shift and keeping up-to-date with the latest rules and laws can become more reactive than we’d like. To help prevent this, map out a few dedicated touchpoints you can stick to. This could include a regular training requirement update once a month on your intranet, Slack channel, or internal newsletter. You can curate dedicated training playlists for certain teams, update those with the help of your eLearning provider, and send out notifications to your employees. By sticking to a schedule, you can regularly assign relevant courses, monitor completion and feedback, and align training with your company’s needs. 

By incorporating these training strategies, you're not just boosting your team's AI knowledge — you're gearing them up to be active, ethical, and responsible AI users at work.  

Go1 can help you bring the right AI training to the right employee, at exactly the right time. With AI literacy courses for beginners and training for those with a higher level of understanding, you can tailor your programs to fill any gaps in education. Simply get in touch with our team to learn more! 

AI is changing everything, and with change comes the need for regulation. How can you prepare your employees for AI compliance?

Prepare your employees for the EU AI Act

We know that 92% of jobs today require digital skills. But many organizations still aren’t making digital literacy a priority.

And that’s the problem. Because digital literacy isn’t just about knowing how to use a computer—it’s about working smarter, collaborating better, and staying secure in an online world.

When employees have strong digital skills, they:

Work faster, with fewer errors. Knowing how to automate tasks, use shortcuts, and navigate digital tools efficiently saves time and frustration.

Communicate and collaborate seamlessly. Whether remote or in-office, teams rely on Slack, Teams, Google Workspace, and other digital tools to stay connected.

Solve problems independently. Tech-savvy employees don’t let minor IT issues slow them down—they troubleshoot and keep moving.

Protect your business from security threats. Phishing scams and weak passwords are some of the biggest risks companies face. Basic cybersecurity awareness makes a huge difference.

Adapt to new technology with ease. Markets change and software updates. Digital literacy ensures teams can keep up with the latest skills.

The key skills employees need to build digital literacy are:

Data handling: Data visualization, statistical analysis, and effectively using spreadsheets are seen as mandatory across most industries.

Communication: Virtual etiquette, document collaboration, project management, and asynchronous communication tools are present in almost every business today.

Security: Phishing attempts and password breaches are some of the top threats to businesses. Basic security practices, such as recognizing these attempts and handling passwords safely, are essential.

If your employees struggle with any of these, it’s time to build a stronger digital literacy program.

How to build a digital literacy program (without overcomplicating it)

Start with a quick skills audit. What’s holding your team back? Where do they need support? A simple self-assessment or survey can highlight gaps and priorities. 

90% of employees completing a digital tools training in six months.

Reducing phishing-related security incidents by 60% after cybersecurity training.

Instead of overwhelming employees with random courses, focus on key areas:

Essential digital skills: Email automations, spreadsheet formulas, cloud storage, and virtual communication.

Advanced tools: CRM systems, project management tools, or analytics.

Security and privacy: Data protection, cybersecurity best practices, and handling sensitive information.

Need a shortcut? Start with our digital literacy curriculum checklist to get you started.

3. Use the right tools without adding admin

You don’t need to manually source dozens of courses. A content aggregator like Go1 gives your team access to expert-led training across digital skills, cybersecurity, and certification prep—all in one subscription.

With Go1, employees get:
✔ Bite-sized modules for better retention.
✔ Blended learning options for flexibility.
✔ Real-world scenarios to make training stick.

Building a digitally literate team doesn’t have to be complicated. With the right tools and training, your employees can work smarter, stay secure, and adapt to whatever comes next.

With Go1, you don’t need to overcomplicate it. It's easy to integrate, accessible anytime, and designed to make digital learning a simple part of everyday work.

Ready to get started? Book a demo and see how Go1 can help your team become digitally literate, without the hassle.

Digital literacy matters. How can you create a comprehensive program that truly helps your employees in this digital era? Find the answers in this article.

Building a digitally literate workforce

Digital literacy matters. How can you create a comprehensive program that truly helps your employees in this digital era?

Digital literacy isn’t just another skill—it's essential

Burnout isn’t just a buzzword — it’s a real problem. Research from iSolved shows that 65% of US employees experienced burnout in 2023, leading to more sick days, emergency room visits, and lower productivity. The ripple effects are costly for everyone, including your organization.

Let’s break down what burnout looks like and explore practical strategies for building resilience.

Burnout is prolonged emotional, mental, and physical exhaustion caused by ongoing stress. It’s not just being tired after a long day; it’s feeling consistently overwhelmed and disconnected.

Too much work: Unrealistic workloads and deadlines

Lack of control: Employees feeling powerless in their roles

Unclear goals: Vague expectations creating unnecessary stress

Toxic work culture: Environments that prioritize results over people

No boundaries: Poor work-life balance with no time to recharge

The data doesn’t lie. Ignoring burnout doesn’t just harm individuals — it hurts businesses.

Health risks: Increased anxiety, depression, and physical illness.

Productivity loss: Burnt-out employees produce less and disengage more.

Turnover: Exhausted employees are 2.6x more likely to start job hunting.

Burnout doesn’t have to be the norm. In addition to doing the opposite of everything listed under “What is burnout,” employers can help employees build resilience — the ability to recover from challenges and adapt effectively. Here’s four steps to take now:

Provide guided meditation sessions or include courses on wellness into employee onboarding and training programs.

Encourage walking meetings or offer fitness perks to promote physical activity. Maybe a stipend for walking pads if your team is remote?

Implement Employee Assistance Programs (EAPs) and access to counseling for emotional support.

Teach practical tools like time-blocking and task management for setting priorities. Don’t forget to include a course or two on how to say no.

Encouraging micro-breaks for salaried workers. For employees on hourly schedules with specific allotted break times, try creating a space on site they can go to to disconnect.

Support employees in setting hours that work for them, when possible. It may feel counterproductive, but flexible structures like this often result in better outputs.

Discourage after-hour emails and ensure people can unplug without risk. Remember, it often starts with the people managers setting the standard.

Using allotted PTO should be a norm, not a guilt trip. Study after study shows that vacations are good for an employee’s mental state.

Work with your executive teams to advocate for a no-meeting day once a week. This makes it easy to find uninterrupted focus time.

Make space for open feedback channels that take away any fear of judgment. Be sure to positively reinforce contributions.

Learning is in our DNA. Offering courses on emotional intelligence, resilience, and well-being gives employees a third-party source for education.

Nothing goes further than recognition. Celebrate team effort and contributions with sincere appreciation, regularly.

Many corporate teams have gone remote or hybrid, which has increased the need for bonding through social events or team-building activities. Make time and set aside a budget for this.

Burnout doesn’t have to define your workplace. By making any of these small but intentional changes, you can create a supportive, resilient culture. Start small, and add on good habits in workplace culture as you go.

Go1 makes it simple to provide employee education on burnout, wellness, prioritizing, and more. With curated learning paths and playlists in our global-friendly content subscription, you’ll have access to the tools and training needed to tackle burnout and promote well-being for your entire team.

Schedule a demo today to see how Go1 can help your organization thrive.

Avoiding burnout_Go1.pdf

Learn how to identify, prevent, and address burnout in the workplace. Explore practical strategies and discover how Go1’s curated training can help build a resilient culture.

Burnout: Causes, effects, and how to fix it

Let’s face it — most global compliance training programs can feel like it were designed for robots, not people. And here’s the kicker: what works in one region might be completely irrelevant (or even offensive) in another. Localization isn’t a luxury — it’s the key to building trust, meeting regulations, and keeping your global workforce engaged.

So how do you actually localize compliance training? It’s simpler than you might think. Here’s your no-nonsense guide.

Legal requirements differ widely across regions. Ignoring this can result in ineffective training — or worse, fines. Just like you wouldn’t run a marathon without checking the route first, the same logic applies to compliance training. Every country (and sometimes every state) has its own rules, and if you're not familiar with them, there's consequences.

Why it matters: Training employees on irrelevant regulations wastes time, negatively affects engagement, and leaves your organization at risk of fines.

What to do: Map out region-specific laws. Prioritize high-risk regions — like GDPR in Europe or workplace safety in Australia.

If you need somewhere to start, try Go1’s compliance content offering, which includes region-specific trainings in multiple languages and dialects from providers like EasyLlama, Emtrain, LRN, and more.

A direct translation might technically be correct, but it often misses the mark. Translation alone isn’t enough. Context, tone, and cultural nuances matter, especially for compliance topics that often involve risk and employee safety.

For example, if you're in Japan, subtlety may be a bigger priority for addressing concerns, whereas in the US, a more direct approach can work best. Having the forethought to consider these cultural differences will localize your trainings and show your commitment to employee understanding.

What to do: You don't need to understand every detail yourself, but the content providers you use should understand compliance and the local culture. 

Alternatives on a budget: If that’s not an option due to existing contracts with more general providers or budget restrictions, ask regional managers or other in-house experts to review content until you can move to a more comprehensive solution.

Not to scare you, but a misstep in tone or context could turn your training into a punchline — or worse, a liability. It's an investment for now and the future to execute compliance training with context in mind.

No one will remember generic examples like “Employee A does X,” and while checking the box gets the job done, making sure employees are safe and informed is part of that completion. Compliance training scenarios should feel like something employees could actually face at work. Relatable, actionable training will go the furthest.

For example, in Germany, focusing on data privacy scenarios in a Professional Services firm. Or in Vietnam at a distribution center, workplace safety scenarios might take center stage.

What to do: Survey regional teams to uncover common challenges or situations that have come up and build your compliance around their input. If an employee can see themselves in the situation, you've met the goal.

To help make personalized training easier for Go1 customers, we offer customizable modules and playlists to add localized examples without starting from scratch.

Simplify compliance for global teams with this quick guide on tailoring content to local needs.