Lessons from Go1: Building a learning culture in hybrid environments 

Hybrid work has changed the game, making it harder—but even more essential—to build a strong learning culture. The right approach is so important to keep employees engaged; it fuels innovation, retention, and long-term growth. In our latest episode of our L&D in 20 podcast, it was the Dan duo, as our host Dan Haywood sat down with our very own Dan MacPhail, Go1’s Director of Organizational Capability. Dan M. shared his take on closing the gaps left by fewer informal workplace interactions, challenges and opportunities of hybrid work, and how organizations can build a learning culture that thrives. 

Go1 moved to a remote-first approach in February 2024. With team members across over 25 countries and some office sites still in place, we’ve figured out what works (and what doesn’t) for a global remote team. Here’s how we’ve built a thriving learning culture—and how you can do the same. 

Why learning cultures matter 

Creating an environment where employees understand the value of continuous learning has positive effects for both the employees and the company. By integrating learning into the daily workflow, organizations can foster a culture where continuous improvement and skill development are the driving components of success. This approach not only enhances employee engagement and satisfaction but also drives better business outcomes. 

Dan puts it simply: "If we tell employees that learning matters but treat it as extra, we send the message that it doesn’t." Learning should be built into the job—not treated as an afterthought. 

Making learning part of everyday work 

At Go1, we don’t just talk about learning—we make it happen. Here’s how we embed learning into our culture: 

• Access to Go1 Learning: Employees have access to a range of relevant development content through Go1, with learning budgets to spend on what matters to them. 
• Dedicated Learning Days: Twice a year, the entire company steps away from day-to-day work to focus purely on learning, whether in teams or individually. 
• Wellbeing Days: You can’t learn (and work) effectively if you’re burned out. Two annual wellbeing days (on top of paid holiday) help employees recharge, and know that even our executives are taking the day. 
• Structured Growth Conversations: Three times a year, employees have dedicated check-ins to reflect on progress and map out their next steps—because growth shouldn’t be left to chance. 

A solid learning content offering is the key to our success at Go1. Dan explained, "Grasping the attention of a remote audience who isn't captured in a room requires more thought in terms of making sure that it's engaging." The best way to overcome this hurdle is to offer a variety of different content formats around a topic, so each employee can pick their preferred way of engaging with the material. 

The role of leaders in learning 

Leadership buy-in is key. At Go1, our leaders don’t just encourage learning—they model it. Dan explains, "Leaders model and promote learning actively across the organization. We hear leaders at all levels of the organization talking about learning that they have recently done." Whether it’s after attending industry events, wider team meetings, or personal experience, they share what they’re learning, how it’s helped them, and why it matters. That kind of visibility sets the tone across the organization. 

How to build a learning culture in your organization 

Want to embed learning into your hybrid work environment? Start here: 

• Make learning accessible: Use on-demand digital platforms so employees can learn when and where it works for them. 
• Create informal learning spaces: Virtual coffee chats, peer mentoring, and learning groups make development feel organic—not forced. 
• Get leaders involved: Have leaders share what they’re learning and champion development initiatives. 
• Set aside time for learning: Without dedicated time, learning gets pushed aside. Make it a non-negotiable. 
• Tie learning to business goals: Ensure learning programs align with strategic objectives so they drive real impact. Have executives champion sharing this. 
• Prioritize wellbeing: Support mental health with dedicated wellbeing initiatives—because a well-rested employee learns and performs better. 

Want to dive deeper? Listen to L&D in 20 Episode 6: Building a thriving learning culture in hybrid environments with Go1’s Director of Organizational Capability, Dan MacPhail for expert insights on building a learning culture that works in hybrid environments.