Have you thought about encouraging employees to create and share their own content?

User-created content is an important step towards creating a culture of learning within your organisation, helping staff to become more engaged with training and development, and bringing benefits to your business.

The fact is, people are always going to create their own content – so why not encourage them to produce the kind of content you want, with effective learning materials that can be shared across the organisation?

Promoting user-created content is also very cost-effective for your business, making it a smart choice for L&D professionals. You’ve no doubt established a library of content to help you deliver your training. Why not now build upon this collection with user-created content?

Today, we’ll look at the key benefits of user-generated content, and how you can start encouraging employees to create their own eLearning materials.

There are many reasons why companies are shifting toward user-created content.

Kasper Spiro, CEO of Easygenerator and an authority in learning and development, says that “the trend toward user-generated learning is undeniable.”

“Whether it’s driven by vision, pragmatism, changing business requirements or financial reasons, user-generated learning is all about sharing knowledge without the need for central supervision and guidance. When implemented correctly, it can be an extremely powerful extra asset to your company,” Spiro says.

User-Created Content Contributes to a Learning Culture

Cultivating a culture of learning is something we talk about quite often at Go1, as it’s an essential part of developing – and retaining – skilled employees.

In today’s competitive market, every business should be focused on creating a strong learning culture, if they want to see long-term benefits from their training and development program. So how does user-created content help foster this kind of culture?

We are seeing that corporate training programs are increasingly focused on informal learning initiatives, such as social learning and workplace knowledge-sharing. Encouraging staff to create, share and contribute their own content is a great way to get them more engaged and active in learning. It gets them directly involved and invested in the L&D program, in a hands-on way.

User-created content is also an excellent way to help employees better understand training materials and topics, improving engagement levels and knowledge retention. All of these things work to foster a learning culture within the organisation, bringing positive benefits to your business.

How to Encourage Staff to Create their Own Content

For many companies, user-generated learning is part of a culture shift, and this can take time. But as with any positive change, it’s well-worth the time and effort.

Sometimes, employees like to hold onto their knowledge, keeping it to themselves to preserve their status or rank. They may think that their job is at risk if other team members know how to perform the same tasks, or become subject matter experts in the same area. But knowledge-sharing benefits everyone across the company and employees should be encouraged to share their skills and experience with their co-workers.

First, you need to find staff members who are enthusiastic about creating content and make sure you have effective methods for them to do that. For example, using a Learning Management System (LMS) will give your learners the tools they need to have discussions and share materials with one another.

You might like to invite certain subject matter experts to contribute learning content on particular topics that they are passionate about. Often, employees will continue to produce user-created content, once the ball is rolling and they’ve received positive feedback from their first contribution.

This can start a ripple effect within your company, prompting other team members to share and contribute their own knowledge and experience. Encourage staff members to use discussion groups, webinars, blog posts, forums – enabling social learning within your organisation will help you develop that strong learning community and culture.

As your learning community grows, you’ll find that employees start to create and share user-created content with each other organically.

HESTA is Fostering a Learning Culture with User-Created Content

Using Learning Management Systems, training platforms and eLearning will significantly simplify the process of knowledge-sharing, allowing employees to easily contribute, share and collaborate on training materials.

A recent case study shows how HESTA is using the Go1 platform to establish a culture of learning across their organisation.

For HESTA, Australia’s largest super fund for the health and community sector, making the decision to use the Go1 training platform not only simplified the way the learning processes is managed – it also got their employees excited about agile learning, and sharing knowledge throughout the organisation.

HESTA’s Capability Consultant, Renee McCoy, found that after partnering with Go1, more and more employees wanted to get involved in the learning process, and started thinking about learning in different ways across the business.

“What we are noticing is that we have got people in the business approaching us to say, ‘I’ve got some content, can we put that into the LMS?’ which is great to see and we are excited to be able to support and build together. A great part about Go1 is that it is so easy for anyone to add content and share with others across the organisation.

We are seeing subject matter experts from across the business now starting to use the platform to share their internal knowledge with both their direct and indirect team, which in turn helps to improve skills such as job knowledge, technology adoption, to a range of other areas.

I love the fact that in our organisation we have had people across HESTA involved and collaborating on this learning management system project right from the start, and people are already thinking about how they can get involved and use the system.”

Keen to get your employees contributing and sharing their own user-created content? Talk to Go1 about setting up a learning and training platform for your staff.


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Create a culture of learning with user-created content

Are you struggling to get e-learning content out to employees with limited internet access?

We understand what you’re going through. You’ve finally cracked how to deliver online learning and it’s going down great with most employees. Everybody’s completing their training, learning new skills and engaging more with content.

But, you’ve hit a bump in the road. Some employees can’t access e-learning courses because of limited internet access on their computer or mobile device.

Perhaps your employees want to learn on the tube on the way to work or you have employees that work remotely in other parts of the country.

Whatever the reason, it doesn’t have to be the end of the world when the internet isn’t accessible. It’s the 21st century - there’s always something that can be done.

So, let’s dive in and look at the ways you can still provide e-learning content for employees that have limited access to the internet.

When your employees have limited access to the internet, you don’t want e-learning content to be complicated.

One thing’s for sure, if your employees don’t have great bandwidth and fast access to the internet, you don’t want to provide them with HD videos and premium recordings that are going to run slowly on their computer or eat away at their mobile data.

Making simple media choices for learning is going to be a lifesaver for you and your employees. Now, when we say ‘simple’ media, we don’t mean providing sub-standard learning content.

We mean making smart choices on how that information is delivered to your employees through the LMS.

You need to choose e-learning content that is easy to play and uses less bandwidth to get it going. For example, text and MP3 files are easiest to access and play when the internet is limited.

Instead of providing employees with HD videos and slow loading content, try creating content that is audio only. This is going to be a bandwidth-friendly option and act just like a podcast for training.

In addition, your employees can even do other things as they listen, such as driving and exercising. It’s a versatile option and lets you do many activities at once, increasing productivity.

With simple media, you can still provide the in-depth learning experience you want for learners with limited Internet access and it’s less complicated for you to create. Now you no longer worry about creating animations or fancy slideshows - Everybody’s a winner!

 Just because you don’t have internet access doesn’t mean e-learning has to stop.

There’s still ways to deliver employee content without being online. In fact, by choosing a suitable LMS, you can provide the same online content offline from anywhere you are - problem solved.

This can be done in two ways – through synchronization and by downloading e-learning content for using later on.

Synchronization works simply by recording an employee’s progress when they are offline and uploading the data to the LMS when they establish an internet connection again.

This means that you can learn anywhere, from on a plane to out in the countryside and then regroup when you are back in civilization.

The great thing about a LMS that has offline synchronization is that it will let you start where your internet access left off. You don’t have to worry about losing your place on quizzes or learning materials.

The other option you’ve got to provide e-learning content offline is by choosing an LMS that allows you to download materials when you have internet access and then use it when you are offline.

This is the perfect option for employees to learn anywhere and on the go, as well as at their own pace. This also means you don’t have to change your content – you can still provide videos and animations, without worrying that they won’t play on limited bandwidth access.

If you’ve created content that is capable of being used offline, you still need to know who is using it to keep up-to-date with employee training and learning. That’s where Experience API will help.

Experience API, sometimes known as Tin-Can, is going to keep you in the loop with employee progress. It’s always a great idea to have content available for offline learning, but if nobody’s using it, it’s pointless.

Using Experience API on your LMS is going to let you track your employee’s progress. Any learning experiences that happen offline are stored in the cache memory. Once the user has established a connection online again, these statements are then uploaded to the LRS like they were never offline.

It doesn’t matter what device your employee uses to access quizzes or educational videos offline – Experience API will pick it up and report back as soon as internet access is available.

Be sure to choose a LMS that’s compatible with Experience API to get started.

There you have it – ways to deliver quality e-learning content to employees with limited internet access. See, it wasn’t so hard after all!

By using simple media, such as audio and text files, you have the power to deliver the same quality content in a form that’ll suit low bandwidth and limited internet access. Not to mention, it’s easier for you to create.

A LMS with offline access to going to serve employees well, whether it’s through synchronization or through downloadable content. Employees are work at their own pace and still use e-learning content like they would online. Nobody has to miss out.

Last, but not least, you can keep an eye on employee progress by using Experience API. This will track all online and offline learning to make sure you aren’t left behind.


Creating content for learners with limited internet access

Are your e-learning courses really helping your employees learn?

Everybody knows that e-learning courses can really step up your employee training and development program. They’re easy to access anytime and anywhere, plus they save your company money. Everybody’s a winner, right?

While all these online course advantages are true, they only apply if your employees are actually learning from the content.

For your e-learning courses to really be effective for employee training, the ideas and concepts that you use must be easy to understand and engaging, as well as provide value. You want your course to be interesting and user-friendly – not boring and complicated.

After all, learning is all about helping your employees build their skills. If they can’t understand or pay attention to your online course, they aren’t going to be motivated or more knowledgeable by the end of it.

So, you’ll be dying to know how you can create online courses that are easy to digest and still provide all the valuable information to be useful. Read on for our top tips!

You can’t sit for hours staring at a screen and expect to take in all the information. If you give your employees an online course that’s long in duration, never mind the content, they won’t engage fully with all the concepts that are presented to them.

You’ve got to break it down and keep it simple. You don’t want to overload your employees with too much information - they just aren’t going to retain pages and pages of text over a long period of time.

It’s well-known that the average attention span is around 20 minutes. So, stick to 20 minutes for being the maximum length of an e-learning course. That way training is more valuable and employees are more likely to retain the ideas you present them with.

You can cut the length of your courses simply by changing the way you present your topics. Use bullet points, lists and subheadings, as well as graphs, to present all the statistics or information they need. It’s a quick way to show data and easier for everybody to understand.

Remember, when it comes to e-learning courses, it’s all about quality and not quantity.

You’ll find that you remember something better if you have a visual to associate the concept with. This also applies to learning new facts and skills. Providing plain text page after page isn’t going to grab an employee’s attention or help them to retain the information.

But, if you align an image with this text, you can link them together to create a picture. This is going to be more memorable for employees and allow them to recall this information when they need it in real life.

You can use anything you think your employees will remember. This can be a flowchart to break down ideas or even a cartoon. It can be funny, brightly colored or somebody famous.

It’s all about building an image in your employee’s head that is going to help them understand the main content and reinforce concepts.

Let’s face it - when it comes to learning, you’ve got to make it simple. Nobody wants to spend half their time trying to work the e-learning course before they learn anything.

Sure, an intricate design and lots of fancy features look great, but it subtracts from what really matters – learning.

The best way to create online courses and make sure they’re user-friendly is to think like a new learner – don’t assume everybody is already tech savvy.

You want your e-learning course to be beneficial for all employers – not just the ones that know how to navigate around the place.

Make sure your e-learning course is easy to use and simple. Use simple buttons and arrows to point users in the right direction and keep things flowing. In addition, be sure not to overload pages with lots of information either. Keep things basic and you are on to a winner.

A lot of people would rather watch the movie than read the book. The same idea applies to e-learning. If employees just see pages of text, it’s going to stress them out before they even begin. They might end up not doing it altogether.

But, if you have short videos on a subject, employees are going to be more willing to watch and listen, following the story and learning along the way.

Creating scenarios helps to make a connection with learners and ideas can resonate with them. This will make it easier for employees to absorb any difficult concepts and be able to apply it to work situations in real life.

Last, but definitely not least, make your e-learning course fun for your employees. You don’t want your employee training to feel like a chore – you want to motivate your staff and encourage them to develop their skills.

Having quizzes at the end of content is a great way to test their knowledge and make them engage more with the course.

Games are also a great way to make learning enjoyable. Everybody loves to earn a badge of honor for all their hard work and compare scores with colleagues!

Don’t rush to make your e-learning courses available on your LMS – think about how this content will be perceived by your employees and whether it’s really going to help you achieve your business goals first.

It’s important to make sure online courses don’t just provide you with everything you need to know about a topic. It’s got to break it down, explain and demonstrate the ideas so employees can easily understand and remember them.

By following our top tips, you can make sure your e-learning courses are easy to digest and benefit your business all year round!


Tips to create easily digestible online courses

At Go1 we understand that getting the help you need, when you need it, is important to all businesses. Which is why as of November 1 we are excited to be extending our customer support services to be 24 hours a day, 7 days a week.

Our round the clock support service allow all Go1 users and website visitors to speak directly with a member of the Go1 team at any time of the day, to get instant responses to any questions that they might have.

This includes email and phone support, as well as our live chat support that can be opened at any time by clicking the chat icon in the bottom right corner of your screen.

Whether you are wanting to find out how to access the 600+ courses in Go1 Premium, trying to create a course, or importing users, we are always here to give you the help you need to improve the way that you train your team.

Don’t forget, you can also access a wide range of useful articles on our website covering some of our frequently asked questions such as:

How to create a course from scratch
How to use Advanced Reporting Tools
Setting up an assessment using Quiz Builder
Adding logos and branding to your Go1 Portal

If you have any questions about our 24/7 support, or need some help with your Go1 learning portal, please let us know so we can help you out!


Being able to improve the social aspect of learning is important for keeping your learners engaged and on the path for continuous sustained learning.

We have recently been adding new functionality to improve this in the Go1 Platform, and with our mid-October release we are excited to announce more updates to our Notes tools that will allow you and your learners to take the next step in building an engaging social learning experience.

To improve the way in which you use the Discussion tab in your Go1 Portal we have added a new editor toolbar to enhance formatting when adding notes. This allows for text to be bold, italic, strikethrough, quoted, and to include hyperlinks on text.

A comment or a reply to a comment can now be deleted by an admin or group creator. This is a great function to prevent one comment to hijack an entire thread and have it deleted. Admins can simply click to delete a particular reply or comment allowing discussions to continue on regardless of an inappropriate comment/reply in the thread.

“All” group added to share notes with all users in your portal

A new default group has been added to portals called “All”. When new notes are added to this group, all users will be able to see the notes.

Ability to view all scheduled learning under My Learning page

Improve your social learning with the Go1 mid-October update

Training your team has never been easier! Last year we introduced Go1 Premium, containing 270 courses.

We are now excited to announce that we have expanded our course offering to include over 1000+ courses covering compliance, professional development, leadership and more, from some of the best content providers worldwide.

To make it as simple as possible to get access to the content that you need, we have also improved the way that you sign up for Go1 Premium, to provide more flexibility and remove the costly long-term contracts often associated with online courses.

All Go1 Premium users receive a free 14 day trial period so that you can explore the content and even enroll some of your team members to test it out. When you reach the end of your trial, our payment terms are month to month, allowing you to easily increase or decrease your user numbers at any time, and keep the payments much lower and more manageable than if you were to sign an annual contract.

No matter how big or small your team is, GO1 Premium is the ideal solution when it comes to training. Give your team instant access to a huge range of courses covering important training areas such as compliance and professional development, without the huge annual fees, and without months of getting everything set up.

Simply invite your team members into your portal and start enrolling in any of the courses that you like. You can add our ready to go courses into a required training group and assign them to specific people or groups within your business to ensure that you are meeting your business requirements.

You can even completely customize your Go1 Portal to match your business colors, contain your logo, configure personal message and notifications, and send email reminders!

If you are looking to improve your own personal professional development, you no longer need to have accounts with multiple content providers, simply signup for Go1 Premium, and take advantage of our extensive range of professional development courses.

For teams of 21+ users it's only $8 per month for 1000+ courses, that’s 2 cups of coffee per month that results in continuing professional development, and taking that next step towards your next promotion or new job.

All of our courses in Go1 Premium are reviewed by our learning consultants to ensure that we only have the best of the best content. Our content is sourced from some of the top learning content providers from across the world, and by selecting your Region upon signup, you will have access only to the courses that are relevant to you.

Our course library is constantly expanding so that you have access to all of the latest courses, and any time that an existing course is updated with new content, this will automatically update in your portal so that you have the most up-to-date content available.

By signing up for Go1 Premium, you automatically get 100% access to all of the tools in Go1 Platform for no additional charge. This allows you to start creating your own learning content and courses for your team, or to sell on the Go1 Course Marketplace, take advantage of our advanced reporting tools to track your progress, create custom awards, and get 24/7 customer support if you have any questions or need help.

So what are you waiting for? Start your free 14 day trial today!

Access 1000+ courses instantly with Go1 Premium

Do you feel confident that your employees are up-to-date with emergency training?

It’s really important that employers ensure staff know how to respond in the event of an emergency. Natural disasters, fires, evacuations – these things can, and do, happen. So it’s best to be prepared.

By providing workplace emergency training, you can help staff develop the skills – and confidence – they need to make the right decisions in the event of a fire or evacuation.

Helping staff to be prepared in case of emergency

Would your staff know what to do in the event of a workplace fire or evacuation?

As an employer, you have a responsibility to provide staff with a safe workplace, free from hazards and health risks. If you run a company or organisation, regardless of the industry you work in, your business needs to be compliant with current workplace safety laws and regulations. And delivering workplace emergency training is part of that.

Through training, your employees will become familiar with your organisation’s emergency procedures, which can make a huge difference on the day if a crisis does emerge. In the event of a fire, for example, the highest priority is always to get all occupants of the building out of harm’s way. Staff who have been trained in fire and evacuation procedures will know how to respond in an organised, methodical and efficient way, reducing risk to persons and property.

While employee safety is obviously number one when it comes to emergencies, as a business owner you should also consider how these situations can affect your company financially.

The financial costs of a fire can be devastating, with the annual cost to businesses through fire running to many millions of dollars. Considering the potential loss in productivity, legal expenses, fines and insurance arising from a workplace incident, emergency training is well worth the investment.

By committing to employee safety, and increasing staff awareness of fire and evacuation procedures, you’ll be lowering the chance of financial implications for your business. Emergency training will also help reduce the risk of workplace incidents across your organisation, in the case of fires that start at work or hazardous chemical spills.

Online courses for workplace emergency training

So what’s the best way to deliver emergency training to staff across your organisation?

If you’re an employer ready to invest in workplace emergency training, Go1 SafeWork can make this process a whole lot easier for you and your staff.

And you’ll get two other important workplace health and safety courses that all Australian businesses are required to complete. This makes providing workplace compliance training for your staff quick and easy, giving you peace of mind that you’re doing your best to provide a happier and healthier workplace for all.

Are you running emergency training for your team?

When it comes to eLearning trends, we’re seeing the use of video in online courses continue to rise.

There’s no doubt about it. People love video. Whether they’re scrolling through social media, watching YouTube tutorials, or catching up on the daily news – video gives audiences engaging, up-to-date content that’s delivered fast. And those benefits transfer just as well to the learning and development industry.

More and more eLearning professionals are incorporating video elements into online courses, and trainers are embracing these materials for use with staff and students. With people now able to access training materials on their mobile devices, such as phone or tablet, video content in eLearning is proving to be increasingly popular – and effective.

Here’s what you need to know about using video in online courses, to get you up-to-speed with this exciting eLearning trend.

So why is video taking the eLearning world by storm? It’s because of how audiences are absorbing video content in general.

Steve Penfold, Customer Success Director at Elucidat, tells us that by 2019, video will be responsible for 80 percent of internet traffic around the world. That’s a huge percentage! And Facebook’s Mark Zuckerberg has projected that video will be the most shared content on Facebook within the next five years.

We are definitely seeing this happen now. When you think about it, when given the option of watching a quick video or reading an article, which medium do you prefer? What grabs your attention – and holds it?

This is the same for educational materials. When learners are faced with reading a training manual or watching a short clip, you can bet which one they’ll take. These days, you can easily use authoring tools to add video content to learning materials, simply dropping video clips from platforms such as YouTube and Vimeo into your online course.

If you’re not doing this already, you should be!

The Benefits of Using Video in eLearning Courses

As you can already see, there are major benefits to incorporating video into your training course, allowing you to deliver attention-catching, engaging content to your learners.

Video provides users with a lot of information in a short amount of time. The medium allows us to convey thoughts, behaviour and emotion easily, that audiences can connect with. In this way, video facilitates storytelling, which is a powerful way to connect with learners – or customers.

Videos are also great for triggering discussions. You can encourage learners to discuss content from videos after watching, which also helps to reinforce information and assist knowledge retention. They are particularly good when used to explain complex concepts, through visual aids.

Christopher Pappas, from eLearning Industry, agrees that videos are particularly effective “when they can demonstrate the “how-to” or “how-to-not”, especially when the eLearning course revolves around customer service and sales.”

“You should try to incorporate immersive scenarios and high-impact storylines to provide a better sense of realism,” Pappas recommends.

How to Start Using Video in Employee Training Materials

Your whole eLearning course doesn’t have to be one long video – in fact, it shouldn’t be. Incorporating video elements throughout the course can be really effective, breaking up the material and adding dramatic impact where you need it.

Pappas suggests eLearning professionals use video sporadically, to make powerful points at particular points of the online course. You can “use it for an exercise or to illustrate the “how-to”, or for a memorable closure, grabbing the attention of your audience and summarizing your key points.”

For corporate trainers and instructors creating systems training modules, video is perfect. Use it to illustrate the steps your users or learners need to take to complete tasks. Employees can work through the online steps at their own pace, as they need.

For customer service staff, in the retail or hospitality industry, video can be used to demonstrate skills, such as effective communication styles, with animated or acted examples to clearly illustrate the point. The medium really is ideal for any scenario-based training, helping employees to quickly and easily develop their skill sets.

As you can see, there are endless ways you can use video content to enhance your learning materials – so what are you waiting for? Get on board!


Top eLearning trends: using video in online courses

Are you conducting exit interviews when employees leave your organisation? When people make the decision to move on from a company, it’s important to figure out why – especially if you’re experiencing high staff turnover rates. And/or losing high-performing team members.

Recently, we looked at termination of employment and the legal requirements and procedures that you need to be aware of when ‘letting someone go.’ While we talk a fair bit about onboarding and hiring, there’s less discussion around the other end of the employment life cycle. But it's actually just as important.

Exit interviews are crucial in providing employers with valuable insight and information into their organisation. They allow you to assess the work culture you’re providing staff, and make changes to improve levels of employee satisfaction and retention.

If you’re avoiding or skipping over exit interviews, you’re missing out on some seriously important information – as well as the opportunity to make positive changes to your company.

Exit Interviews Allow You to Find Out Why Employees Leave

So what’s the point of running exit interviews? What kind of info can they reveal for companies?

HR Consultant Sharlyn Lauby says “the real reason businesses conduct exit interviews is to get information about an employee’s work experience with the company.”

And this is true. The reasons most employees give when they resign is that they’ve been offered more money, more flexibility, a position closer to home – all things that are external to you as an employer.

But when an employee hands in their resignation, it’s generally the final step in a much longer process, where they’ve most likely been considering leaving for a while. So you need to figure out what drove them to look for greener pastures in the first place. What are the internal factors, things that you have control over, that has led to their resignation?

These relate to the employee’s experience with your organisation. The Harvard Business Review considers exit interviews essential for providing “insight into what employees are thinking, reveal[ing] problems in the organization, and shed[ding] light on the competitive landscape.”

Through a good exit interview, you’ll gain:

a candid assessment of your organisation’s environment and culture

insight into recruiting, onboarding and training needs from an employee’s perspective

feedback on managers’ leadership styles and effectiveness

a chance to foster innovation by soliciting ideas for improving the organisation

feedback that allows you to improve staff retention

the opportunity to learn about HR benchmarks (salary, benefits) at competing organisations.

Now that you can see why exit interviews are so important, you can get started on making them a standard procedure within your company.

Robert Greene, CEO of Reward Systems management consulting firm, has some good advice that can get the ball rolling in exit interviews and help people open up.

“Instead of asking an employee why they’re leaving, ask why they started looking,” Greene says.

This should take the pressure off. You’re asking the person to share the real reasons why they felt the need to move on from your organisation, in a way that doesn’t make them feel like they’re attacking the company.

“You’ll see where you’re coming up short. Maybe you can’t train the way a big organization can and the employee got stuck doing the same thing over and over. It may be that person is ambitious or bored and wants to move along.”

Greene also suggests following up each in-person exit interview with a quick survey – either online or a simple pen-and-paper job. People often feel more comfortable expressing themselves this way, meaning you’ll get more genuine responses and feedback.

It’s also really important to make sure you do something with the information you gather from exit interviews – if you don’t analyse the data you’re being given, the exercise has pretty much been a waste of time.

We know lots of companies don’t even conduct exit interviews. We also know that many run them as a ‘tick and flick’ to satisfy HR departments and manager reports.

“Some collect exit interview data but don’t analyze it. Some analyze it but don’t share it with the senior line leaders who can act on it. Only a few collect, analyze, and share the data and follow up with action,” reveals the Harvard Business Review.

Use the data you’ve gained to help reduce risk and identify matters that may require immediate attention in your company. Look at your business practices and see what things you need to change to improve staff retention and reduce employee turnover. By running exit interviews, you’re also showing all staff that you value their thoughts and feedback.

Engaging with employees in a respectful way, even as they leave your doors, will help to create positive relationships – and potentially long-term advocates for your organisation. You never know whether a team member will one day return to the fold, or recommend your business to clients, customers, or other high-performing employees.


Why you need to conduct exit interviews with employees

Do you want to get more out of your current Learning Management System?

In today’s technological world, lots of businesses are reaping the rewards of having a LMS in place in their company. From serving as a platform for delivering e-learning courses and education, to tracking progress and using content anywhere at any time, there’s no end to the advantages of using LMS.

Of course, if you’re here, the chances are you already know the benefits of having an LMS in your business and are looking for ways to make it better for your employees, as well as your company. You’ve definitely come to the right place!

There’s a host of tools out there that you can use and integrate with your LMS to make the learning experience even better for your employees.

This includes e-learning course authoring tools to create your own custom content for your LMS, as well as PowerPoint and webinar tools to host conferences and meetings straight from your LMS.

Using these tools with your LMS is not only going to make the learning experience better and suit your business needs, but it will also save your time and money. And that’s a good thing.

So, let’s dive right in and explore the top five most popular LMS tools that you can use today to make your company better tomorrow!

Articulate is one of the most favored e-learning course authoring tools around and can be used to create engaging and interactive content for your LMS.

Sure, you can buy off-the-shelve courses, but there’s something extra special about creating content yourself. The interface on Articulate is easy to use and it’s simple for beginners and experts to create e-learning courses.

You can create e-learning courses effortlessly, with an infinite number of templates and stock photos you can choose to get your training up and running in no time.

In addition, various customization options are available if you know a little bit about coding.

There’s a bunch of collaborative and interactive features that let you create content that allows feedback during the design and testing process, as well as engagement with employees once e-learning courses are up and running.

Growing in popularity is the e-learning authoring tool, Elucidat. This is ideal for creating training content for your LMS, as it’s user-friendly and straight forward to create content, with a variety of pre-made templates and layouts to choose from.