Believe it or not, more money isn’t always at the top of the list of what staff want. In today’s workplaces, it seems many people are also motivated by the non-financial factors that a company can provide them with, such as opportunities for career growth and employee development.

Organizations need to be aware that employees place high value on the amount that a company invests in their development. Staff are actively looking for learning and development opportunities to help them on their career path and need to feel that their employer is invested in their professional development.

With 76% of employees reportedly wanting opportunities for career growth, there is clear drive for employers to start investing more resources into their employee training and development.

The benefits of investing in employee development

While learning and development bring clear advantages to an individual, in terms of career progression, confidence and improved skill sets, there are also numerous benefits for organizations.

By putting energy and attention into employee development, your company can expect to see the benefits of:

Higher levels of job satisfaction, staff engagement and team morale

Higher levels of knowledge retention and transfer

That last one is very important for companies. When 40% of employees who receive poor job training leave their positions within the first year, it’s vital that organizations recognise the importance of investing in staff development.

By working to improve employee development, an organization can reduce their staff turnover rate, saving considerable amounts of time and money.

There are significant costs for companies associated with high staff turnover rates. The effects of just one staff member leaving can result in lower productivity for their team, with less sales or company profits. Organizations will also be impacted by the huge costs of interviewing and training replacements and may even experience negative effects on team morale and work culture. 

As Sylvie Woolf, Director of Client Services says, if you’re looking to “give employees a reason to stay – employee development is it.” 

Ongoing training and learning play a large role in an employee’s professional development.

While over 70% of learning on the job occurs informally, it’s important to use informal learning in conjunction with more formal modes of training, to make sure staff are receiving information and skills that are aligned with the values and direction of the organization.

Mentoring, training and e-learning are all great practices to help employees reach their full potential, ensuring they’re ready to take on opportunities for higher duties or pursue a new career path.

By doing this, organizations are significantly more likely to end up with knowledgeable, capable employees who are more invested in a company that invests in them.

How managers can support employee development

If you’re a manager or team leader, you need to be aware of the importance of these activities for staff, as well as how to support them in their development. This short online course, Support Employee Development, can help you identify what you need to do to support each of your team members' development efforts.

You’ll have greater understanding of the role of managers in helping guide development actions, setting development expectations, and holding individuals accountable to implement their development actions.

You might also want to take a look at our previous articles about employee development on the Go1 blog.

Find out how to develop an engaging professional development program for your staff and learn how to empower individuals to take charge of their own career path. 

Read our tips for developing an effective professional development program, full of helpful practical pointers you can use for employee development.

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

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Investing in employee training programs is one of the best ways to improve your company’s bottom line. Learn more about the benefits of employee training!

The importance of investing in employee development

You already know the benefits and what it can do for your company, but now you just have to convince your boss to invest in eLearning!

As online learning becomes the most popular way to perform workplace training these days, some employees might find that their managers need a bit of a “push” to test out the latest trend in corporate improvement. So, how can you do this? Well, the easiest way to convince someone of something is to appeal to their mindset.

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As a boss, they want their company to stay ahead of the trends and employ only the very best people; thankfully for you, online training can help them achieve just that. Here are a few simple techniques to convince your boss to invest in eLearning programs:

Your biggest supporter here is going to be FOMO, and for those of you not hip with the current lingo, this translates to “Fear of Missing Out”. If your boss is a savvy businessperson, they’ll want to do anything they can to keep up with the competition, particularly if they’ve managed to find an effective training method that works for their staff.

Pull some facts and data about specific training programs or modules that your competitors implemented with their staff, and show them the results. When you can’t prove just how well eLearning works within your own company, the comparison is the next best thing.

But what do you do if you can’t find anything specific to your competitors? Thankfully, the results are all there with the top performing companies in this country. Reports say that in 2014, over 41 percent of Fortune 500 companies had an implemented eLearning training program, with that number likely to have significantly increased in the past two years.

Any good proposition you send your boss’s way should be professionally presented, and training initiatives are no different. To convince your boss to invest in eLearning, a worthy business plan should focus on the shortcomings with your current method of training (if any) and how these can be rectified by implementing eLearning into the workplace.

If you’ve had particularly poor results in certain areas of the business, this is the opportune time to present them. Highlight exactly how eLearning can rectify these issues and build the staff and company to its highest performance level yet.

The online corporate market will continue to grow through 2017, with a massive 77 percent of American companies already offering online corporate training to their staff.

eLearning increases retention rates by at least 25 percent, giving your employer peace of mind that their training efforts will not have gone to waste.

Staff are able to learn up to five times more information than they could in a standard training session while retaining the information just as well or better.

42 percent of companies in America believe that by utilizing e-learning initiatives, they’ve been able to increase their revenue.

Show your boss the figures, including everything from the time saved by not sitting in a learning classroom all day while their desks go unattended, to the costs of hiring expensive trainers only to find the information is lost by the very next day. Use real life examples of previous costs the company has incurred by implementing outdated training initiatives and how these have fallen short.

A report released by IBM in 2014 highlighted just how much money can be saved by implementing an eLearning program rather than relying on traditional methods. Every $1 a company spends on this type of training will net them a profit of $30 in productivity, which is a 50 percent boost in productivity from before.

Any good employer knows that their company is only as good as the staff in it, and keeping your staff happy and engaged is crucial to the overall success of the organization. With a new generation of employees cropping up who focus on these modern technologies, it’s never been more urgent to invest in something that will appeal to all ages.

A report from the American Society for Training and Development (ASTD) found that companies who invest in training their staff have a massive 218 percent higher income per employee than those who don’t, or offer very little.

Offering modern and relevant training to your staff will keep them engaged and make them feel valued within the workplace. With happier and motivated staff, the company is the one to feel the effects with a higher profit margin and more harmonious workplace.

Still not convinced to invest in eLearning? Don’t give up hope just yet. Sometimes when a business has been run a certain way for so long it can take some time to shift the collective thought of the company. Continue to pepper your boss with facts and data about the achievements possible with eLearning, and enlist the help of other staff to be your cheerleaders. Sooner or later they’re bound to come to the party, and they’ll only have to thank you for the eventual success.

How to convince your boss to invest in eLearning

You’ve completed the coursework, you know exactly what you can offer potential students, and now you just need to promote it. For many online course providers, this can be the toughest part of the whole gig, especially if marketing isn’t your strong suit. Using Go1 to create and sell your courses gets you some great exposure through the course marketplace, but with a few steps you can drastically increase the number of enrollments for your course.

Your success in how well you promote your online course is going to be the ultimate decider in how many sales you make. While you might have the worthwhile content and a comprehensive course guide, nobody is ever going to hear about it without the right promotion strategy. So, what’s the best way to reach out to potential students? Here are a few simple ideas that can take the word of your course and spread it like wildfire to those who matter most:

Everyone loves a good sample, whether it’s at the local supermarket cheese aisle or with a tasty morsel of free education. Particularly for those new to the e-learning game, you might find it hard to have anyone show interest in your course without any prior knowledge about it.

By offering bite-sized portions of education and training for free, you’re able to show your worth and give potential students just enough to leave them wanting more. Offering free smaller modules is a great way to build up a customer base too, and get you some contacts that you can use with your future marketing efforts.

As 90% of people aged 18 to 29 use some form of social media today, you’d be crazy not to utilize this free form of promotion. A third of these millennials even say that social media is their preferred way to communicate with businesses, meaning this might be the only way you’re going to reach out to this important segment.

When done right, your social media presence can have a huge impact on your brand image. By sharing relevant information with your followers and offering special deals, such as your free modules, you can target a greater share of potential students without having to spend a cent.

If you’re lucky enough to already have some satisfied learners who have completed your course, their endorsements are one of the best promotional tools you can use. As humans, we can be reluctant to try new things, especially something as important as our education, and so it helps to see relatable and honest feedback from others in the same situation.

Whether you want to use a basic feedback questionnaire or take the time to speak with your previous students directly, these endorsements can not only help you to promote your course but also help identify potential areas for improvement in how it’s delivered.

The aim of a good e-learning course is to provide your students with a solution to their problem, so you need to be specific about what your course can offer. When promoting your course, don’t leave anything out or be too general in your descriptions. Your potential students need to know specifically if you can help them achieve their work or personal goals.

In your advertising, state exactly what your course offers and how it can benefit the learner. Give specific examples of the knowledge they’ll walk away with, and ensure you stick to your promises. Don’t offer something that you can’t deliver, otherwise not only will your student be disadvantaged but your name as a reputable course provider will take a hit as well.

Being an authority in your field makes you a respected and trusted source for providing others with education. It is your responsibility to build your credibility so that others look to you as a beacon of information and expert advice, and in turn, trust you to as an educator and trainer in the field.

Post regular updates on your social media accounts with links to accurate and credible information. Join e-learning groups with other education providers. Comment regularly on articles and posts, as well as hosting your own blog. All of these things will work towards building your credibility and improving your brand image.

While it’s all well and good to promote your own wares and tell others just how great the course will be, having the backup and support of respected leaders in your field will be far more effective. This is where it’s important to have a solid network of professional peers who can help each other to promote their individual interests.

If you’re still new to the market and don’t have any largely respected leaders to promote your course, try reaching out to form a relationship. Offer them a free look at your course and prove to them how worthwhile it can be to potential students. Once you have a relationship, offer them a platform to discuss relevant issues and allow them the opportunity to be a guest contributor on your blog or social media accounts.

While you might be tempted to yell from the rooftops about your e-learning course and make your message as loud as possible, it’s not always going to be the best method in reaching your target audience. Think about what your course offers and who it’s aimed at specifically to gain some insight about where and how you should promote it.

There’s no denying the power that digital media can have in promoting an e-learning course, as it’s this very form of media that you’ll use to deliver education to potential students.  Social media accounts, email marketing, and online forums are all crucial in promoting your course the right way, provided they’re done right.

Just by utilizing a few of these tips, you can be more efficient in the promotion so that the majority of your time is spent on the important task of teaching and working on the curriculum. The e-learning market is a completely different ballgame to traditional education models, so you need to treat it with the uniqueness it deserves.
Have Questions or Need more Help? Go1 Learning Consultants are on hand help you start selling courses and guide you through the process.

How to promote your online course and get more enrollments

With concerns about mental health continually rising in Australia, it’s never been more important for organisations to know how to support their employees.

In a recent article about the risks of burning out at work, we looked at the dangers of suffering from physical and mental exhaustion and the serious health consequences this can lead to. Following on from this, it’s important to talk more about the impact of mental health issues on Australian workers and the responsibility of employers in creating a positive work culture for their staff.

The fact is, at any given time 1 in 5 Australian employees are likely to be experiencing a mental health condition. With so many people suffering in silence from the effects of anxiety, panic and depression – possibly even that person you sit next to every day who always seems fine – why is there still such a stigma attached to talking about mental health?

And what is your organisation doing to support employees with mental health issues at work?

The impacts of mental health on Australian workplaces

Aside from the distressing impact that conditions such as anxiety, OCD and depression have on an individual, mental health also has negative effects for organisations as a whole.

As reported by Beyond Blue, “untreated mental health conditions are costing Australian organisations around $10.9 billion per year through absenteeism, presenteeism (when the employee is at work but is less productive) and compensation.”

The issue also contributes significantly to high absenteeism and sick leave rates, with over 6 million working days lost each year in Australia due to mental health.

Help staff deal with mental health concerns

It’s really important for managers and team leaders to support any employee who appears to be struggling. If you’re in a leadership role, you need to make sure that mental health is considered as part of your organisation’s work health and safety strategy.

In Australia, workplace health and safety legislation requires employers to ensure that workplaces are both physically and mentally healthy for all employees. This means steps must be taken to ensure that the working environment does not harm an individual’s mental wellbeing or aggravate an existing condition.

Let all staff know that there are HR policies in place that protect their privacy, as well as protecting them from discrimination in the workplace due to any mental health issues. Under Australian law, there is a requirement for policies that spell out the organisation’s position on mental health and the support structures they have in place for those experiencing mental health symptoms.

Build a work culture of respect and compassion

In addition to these legal requirements and policy matters, there are things you can do to make the workplace environment more comfortable for individuals living with these conditions.

Create a safe space where employees can feel secure and comfortable in discussing their mental health. By being flexible, providing support and creating this safe environment, people can feel more comfortable raising their concerns and reaching out when they need it.

If an employee does open up to you about their depression, OCD, anxiety or panic attacks, help them through these difficult discussions in a respectful and compassionate way. You should also encourage team members to look out for and care for their colleagues – a mentally healthy workplace is everyone’s responsibility.

Learn more about creating a mentally healthy workplace

As a manager, you may want to invest in some more learning, so you feel equipped and ready to help staff who may be experiencing the problems of anxiety, panic disorder or depression. By taking the time to understand more about this topic, you’ll be able to provide greater assistance for employees and help them to feel safe and secure in their workplace environment.  

The online course Mental Health at Work is a really good introduction to the topic. You’ll learn about some common mental health problems and explore ways individuals experiencing issues can seek help and talk about their concerns. The course also covers areas such as your workplace’s legal position and how to talk about this sometimes difficult topic.

For managers and HR teams, Positive Mental Health provides an excellent e-learning resource equivalent to a full one-day workshop. It offers a foundation for understanding the various components of mental health and wellbeing, with different approaches to addressing the important issues involved and particular tools or methods that can prove helpful in promoting positive mental health. As the course outline says, this course will benefit leaders committed to good mental health in the workplace, who are interested in supporting others to meet their mental health needs.

How to talk about mental health in the workplace

Every day, we are confronted with ongoing media coverage of news events as they’re unfolding around the world. 

Unfortunately, amongst the good news stories of cute baby pandas and great sporting wins, many of today’s news stories deal with far more distressing subject matter, with a constant stream of natural disasters and humanitarian crises across our screens. Other events, such as terrorist attacks, bombings or mass shootings, can bring the whole world to a shocked halt in seconds.

When certain news stories or political events become a topic of national or global conversation, it’s likely that employees will bring these conversations into the workplace. This can give rise to discussions on traditionally controversial subject matters involving religion, politics and race – subjects that can be confronting and difficult to navigate in the workplace. 

How do we have respectful discussions at work about these controversial subjects? And what can managers do when talk in the office turns to difficult topics?

The Role of Managers During Difficult Times 

When the world is being rocked by a particularly shocking news story in the media, workplaces can become more nervous and tense, as employees process the events and their emotions towards it. The events are most likely on your employees’ minds, whether they’re talking about them around the water cooler or whether you raise them in discussion or not.

It’s in these difficult times that managers must demonstrate more composure and leadership than ever before, helping staff to stay engaged, focused and motivated while also feeling safe and secure. Just as we can learn how to deal with difficult people, we can learn how to have respectful conversations about controversial subjects or events – discussing difficult topics in the workplace is a skill that can be learned and developed.

Foster a Work Culture of Respect and Compassion

Ingrid Fredeen, specialist in ethics and legal compliance training, says it’s important that organisations make sure they are showing their commitment to a healthy corporate culture and fostering an environment of ethics and respect in the workplace – no matter what’s going on in the world around them.

It’s important to acknowledge what is happening and create a safe space where employees can feel secure and comfortable in discussing the events. Being proactive in this way shows good leadership and respect for the emotional wellbeing of your employees.

As consultant Michelle Kedem says in her article Discussing Difficult Topics of Race and Equity at Work, “when an organization’s leadership fails to acknowledge what its team may be going through after a traumatic event – from terrorism to acts of racial injustice to the wide range of other events impacting people's lives – it misses an opportunity to engage its team and make progress toward real change.”

Many of today’s organisations pride themselves on being committed to diversity, equality and inclusion. Be aware that your staff may need to engage in conversations about complex topics, and help them navigate those discussions in a respectful and compassionate way.

Helping Staff Discuss Difficult Events and Topics

As a manager, you can help open the lines of communication on difficult topics. It’s best to acknowledge the challenging circumstances of the events and these subsequent conversations, before introducing your discussion as a safe space for all employees to share their thoughts and feelings about the topic.

Let staff know that the organisation’s goal is to provide all employees with a dignified and respectful workplace, and that personal beliefs on certain issues or events can often be considered controversial. You might like to take the time to remind employees about HR policies you have in place around code of conduct, harassment and discrimination.

Kedem suggests making these discussions optional, with an “invite everyone; require attendance of no one” approach. Team members will react in different ways and want different levels of support and/or privacy at work. Don’t spring these sensitive discussions on staff – by scheduling them properly, you’ll allow team members the time to consider whether they want to participate, and what they want to say or not say in front in a group setting.

It’s really important for managers and team leaders to step in and address any conversations that have become offensive, aggressive or overly heated, as they can do significant damage to the workplace dynamics and culture. Encourage staff to take time to debrief and cool down after the discussion, instead of returning quickly to their normal tasks. Some team members may prefer to talk in a one-on-one environment after the general group discussion. Keep your door open. Keep your own mental attitude positive.

Learn More About Developing a Respectful Workplace

Remember, in your role as manager, it’s your responsibility to help staff navigate these difficult discussions, while feeling safe and secure in their workplace environment.

There are many online courses and resources available to help team leaders learn more about these topics, such as these modules on how to handle difficult conversations and developing a respectful workplace.

It’s a good idea to develop your own skills in this area before any challenging events or conversations arise, so you’ll feel more confident and better equipped to lead by example.

Chris Eigeland is not your average startup co-founder. Earlier this year Chris was selected as a finalist for this years Queensland Young Achiever Awards, as well as being appointed as the 2016 Australia Youth Representative to the UN, which is an amazing achievement. Now after months of traveling around Australia to prepare, Chris is now in New York, where in the coming weeks he will be presenting to the UN General Assembly.

As a part of the preparation for his United Nations address, Chris travelled to each of the states and territories across Australia and spoke with more than 5,000 young Australians to understand which issues they viewed as priorities, so he could include them in his address.

Some of the key issues raised by the Australian youth that will drive Chris's address include education, unemployment, mental health, gender equality and indigenous equality.

In order get these youths starting thinking about how they might be able to start addressing these issues themselves, Chris also ran entrepreneurship workshops with over 1,000 young Australians, from which more than 300 solutions were developed and will be presented during the UN General Assembly.

Over the past few weeks Chris has had the opportunity to attend a number of high Level Forums covering diversity, innovation and youth, as well as being invited to speak as a part of Peace Day on Friday September 16. His Peace Day address touched on enabling the youth of the world to develop the education systems of the future through the use of improved technologies.


"Everywhere we look, there is work to be done. It will fall to our generation, many of whom are now in their late teens and early twenties – to build the institutions of the future, to build the education systems of 2030, and to build the grassroots foundation of a peaceful domestic and international environment. It will fall to our generation to take up the mantle, and pick up where the last has failed." 

Chris is scheduled to address the UN General Assembly during the week of October 3.

You can follow Chris's journey at the UN via his Twitter and Instagram accounts, as well as through the Australian Youth Representative to the UN Facebook page.

Go1's Chris Eigeland to address the UN General Assembly

During September we teamed up with General Assembly to run events in Sydney and Melbourne to discuss 'The Future of Learning'. Both events had great turnouts, and a very lively conversation between panelists and attendees around a number of topics relating to how we see education evolving over the coming years.

Our Sydney event involved a great group of panelist including Dan Fish from Go1, Riley Batchelor of Edugrowth, independent learning consultant Bronwyn Stucky, while our Melbourne event included Will Dayble of Fitzroy Academy, Sarah Moran of Girl Geek Academy and Luke McInnes of BSchool, with both events moderated by Andrew Barnes, CEO of Go1.

In a great discussion across both cities, our panelist discussed a range of topics including traditional education vs online learning vs on the job learning, if traditional learning subjects are thing of the past, why Blended learning (and social elements) are so important, how people want to learn, and much more.

General Assembly's  Garry Williams had the following to say about the events:

"Education, or rather, the future state of educational opportunities and what the ideal method of education can be, is and always will be a rather contentious issue. During the event, the audience were quite animated on topics ranging from financial considerations, the need for recognised certifications, jobs of the future and studying passion areas vs what looks good on a resume.

Of course, being quite a passionate audience meant that there were some differences of opinion on where education is heading for the ourselves and the next generations coming through the ranks, but what was most appealing was the consensus that there has never been more availability of resources to be able to educate oneself. 

The integration of future technologies such as VR/ AR and Artificial Intelligence means that we are on the cusp of a really interesting time in our lives to see technology integrate into the in-person learning experience in particular, and online learning enables amazing access points for many people operating out of remote areas in particular."

We'd like to say a big thank you to all of our panelists for taking the time to be a part of these events, as well as all of the people who came out and attended the events in each city! We hope you had a great time and look forward to seeing you again soon at our next event!

What we learned at our Future of Learning events!

Recently, we’ve talked about the importance of professional development programs, as a way to help staff refresh or develop their skills while continuing to feel challenged, engaged and satisfied in their jobs.

Through the use of professional development programs, managers can work closely with employees to create individualized action plans, developed specifically to get staff from where they are right now to where they want to be in the future. These action plans are an essential tool for successful organizations, with significant benefits for both employees and companies, through increased engagement, productivity and performance.

We’ve already provided you with some helpful advice on how to develop an engaging professional development program, encouraging managers to apply a modern approach to professional development and take the time to talk genuinely with staff about their futures.

Want to make your learning and development programs even more effective for your staff? We’ve put together some top tips to help you create successful professional development programs for your team.

Provide Flexible Learning Options for Your Employees

When encouraging staff to engage in professional development and learning activities, it’s important they don’t feel overwhelmed, or as though they’ve just been given a whole lot of homework on top of their regular workload.

By providing your employees with flexible learning options they’ll be able to schedule professional development into their lifestyle, learning at a time and place that’s convenient and practical to them. With so many options available for e-learning, as well as the technology to support flexible learning, staff can easily access training and course materials online and on their mobile devices – whenever and wherever they want.

E-learning is also a great solution for employees who work remotely – from regional areas, other offices or from home – ensuring they have the same access to learning and development resources as staff who are situated in your company’s main office.

Cater for Your Staff’s Different Learning Styles

As a manager, you’ll no doubt be working with many different personalities and learning styles in your team, probably even more so if you manage a group of people from various different generations. While older employees may be content with training and development activities taking place in an all-day conference room, millennials will expect their learning tools to be faster, more relevant to their skills and job descriptions and predominantly technology-driven.

Make sure you cater for these different learning styles and match each team member’s development program to their individual preferences and expectations. Discuss this with your employees and find out how they like to take in information, and which kind of training works best for them.

Some people learn best when presented with information by a lecturer in a classroom environment; others retain less information in these group situations and may be better off working through online modules in their own space. Good managers will take the time to learn and understand these differences and help individuals to achieve their career goals in the best way possible, even if it means approaching things in a less traditional way.

Fast-paced advancements in technology mean learning and development tools are always changing, offering us more options and more solutions all the time. As a manager, aim to be aware of what’s going on in your industry, so you can pass this knowledge on to your team and help them take advantage of new opportunities and resources. With many industries, particularly IT and creative industries, moving at such a rapid pace, professional development needs to be considered as an ongoing process.

Help your staff keep their knowledge up-to-date by encouraging them to continually refresh and upgrade their skills. Whether they want to develop or refresh role-specific skills, or improve aspects of personal development, spending time on professional development will bring benefits back to the whole team.

Empower Employees to Take Charge of their Development

When working with staff on their professional development programs, you’re effectively encouraging them to take charge of their own career path. It’s a very important responsibility, with the ability to make a direct and positive impact on an individual’s future.

Throughout the process, you can help staff feel empowered in their choices, encouraging them to play an active role in their own self-development and learning.

Just as you play a role in coaching and mentoring staff, be sure the organization supports you and other managers in this important function. If you want employees to engage in learning and development, you’ll need to show that you’re actively pursuing your own personal learning journey as well. 

Learn More About Creating Good Professional Development Programs

For more help in creating professional development programs that work for your staff, take the time to do some learning of your own.

Online courses such as Managing Professional Development – Career By Design is created specifically for team leaders and managers, to provide you with the skills and techniques you need to develop yourself and your staff.

Similarly, Exploring Professional Development looks at how professional development offers greater opportunities for growth within an organization, increasing an employee's engagement and ultimately their performance.

If you haven’t already, be sure to read through the other articles in this series for more helpful advice on developing effective professional development programs for your staff.

The Importance of Professional Development Programs

How to Develop an Engaging Professional Development Program

Tips for creating an effective professional development program

As the education system continues to evolve, we are starting to see online learning becoming a more prominent component of the way that we learn. Blended learning is now a common element in college and university institutions worldwide, and more teachers are starting to embrace the new technology. Chris Murray is one of these teachers.

After spending many years as Principal Teacher at a TAFE institution in Australia, Chris has now embraced online learning and uses his business, Jacaranda Lodge, to develop training materials in leadership and supervision for the hospitality industry, specializing in the use of exemplars.

Originally releasing 'Jacaranda's:  A hospitality case study' in print format, Chris was looking to take his training online and the Go1 platform was the perfect solution for distributing his learning material.

Making the adjustment from being a classroom teacher to an online teacher, Chris says that the most notable adjustment that he has had to make is communicating with the students to understand how they are progressing, and learning how to guide and anticipate answers so he can provide help when needed.

One of the toughest things to design when it comes to online learning is creating engaging and meaningful assessments. Chris tells us that getting students out of the habit of the ‘Tick and Flick’ mentality can be a huge challenge.

“My favorite feature of the Go1 system is that immediate feedback is provided to students when they have sit their assessments. They given an instant result. ” 

Chris tells us that one of the main reasons he started creating his print resources before they ended up online with Go1, was that I was teaching students from so many different language backgrounds.  A strength of the resources he created is that they use exemplars, both good and bad, of decisions that need to be made in a supervisory situation, which creates a much higher engagement rate and results in a higher rate of retention for the learning material with the students.

“If a student can see the thinking and likely outcome of a decision it slows them down from rushing into a torrent of words in a written assignment which they do not understand. “

In the current Australian education system, online learning requires the teacher to be familiar with, and able to facilitate learning from the wealth of online materials appearing on the internet, which is a huge step forward from the traditional text book based programs of the past.

“I have received a number of enquiries from people who wish to set up a similar business to mine, and the online materials will enable me to point them in the direction of 'Leadership and Supervision for hospitality' which will enable them to get started.”

Chris is a great example of how to adapt traditional learning concepts to online courses, and we are very excited to hear about how he has been progressing his content based on the demand, and results of his course.

Read a case study that Chris has produced around exemplar learning

Enroll in Leadership and Supervision for Hospitality

Principal TAFE teacher to online learning: Chris Murray talks eLearning

When you clock into work each day you’re normally focused on the tasks at hand; the emails you need to respond to, meetings you have to attend, and the calls you’ll be making throughout the day. As the one place in our lives that is supposed to be professional and “above board” at all times, it can be quite a shock if our workplaces suddenly turn hostile due to harassment.

Harassment is a serious issue for many workplaces in the US, and it can relate to any behavior conducted by a co-worker that makes you feel uncomfortable or unsafe. This behavior might be based on sex, race, religion, or another discriminatory factor, and when faced with these hostile work environments we’re not only unable to complete our work but our mental and emotional wellbeing can suffer as well.

Harassment can come in the form of verbal abuse, intimidating behavior, or even physical contact—and with a rise in harassment cases of almost 10,000 per year since 1997, it’s never been more important to educate American workplaces on the topic.

Harassment in California, in particular, has been home to some of the most well-known discrimination and harassment cases in the country. With just over 7 percent of the country’s cases occurring in California, it’s fair to say that the Golden State has a significant problem with workplace harassment.

One of the most famous cases in California’s harassment history comes from the Regal Entertainment Group, after it was alleged that a female co-worker had sexually harassed a male employee persistently and further retaliated when the harassment was reported to a supervisor.

The US Equal Employment Opportunity Commission (EEOC) found that the male employee at the theater was subject to continual sexual harassment in a hostile workplace, due to his female co-worker repeatedly attempting to touch him in an inappropriate manner. The EEOC also alleged that once he reported the behavior to the general manager, both he and his direct supervisor were then subjected to further harassment in the form of retaliation.

The retaliation experienced by the victim and his direct supervisor included lowered performance appraisals, stricter security of performance, and unwarranted discipline. Both sexual harassment and retaliation for a complaint are direct violations of the Civil Rights Act of 1964, and when the EEOC eventually filed suit against Regal Entertainment Group in 2006 they were successful in the proceedings. Regal was forced to not only pay the employee $175,000 but also provide an adequate anti-discrimination training program for employees and report to the EEOC on a more regular basis.

The growing trend of harassment cases in California

The Regal Entertainment Group case highlighted a common issue in California regarding harassment cases in the workplace, and at the time of the case, the EEOC had noted an increase in men filing harassment cases in the last decade. This number included a jump from 12 to 16 percent of sexual harassment cases.

Although the situation seems to have improved somewhat in recent years, workplace harassment is still an extremely serious issue in California for both men and women. The EEOC released their findings from 2015 regarding workplace harassment and found that in California almost all areas of harassment had experienced a decrease in reported cases. Some areas, however, such as color, disability, and retaliation, had seen a dramatic increase since the initial report findings in 2009.

But what do these figures mean for the modern workplace? Simply put, prevention is the key. All workplaces should have compulsory and strict guidelines for training on discrimination and harassment to ensure that these problems are tackled before they come to fruition. While it might not prevent all cases from occurring, education is the best resource we have in the fight against workplace harassment.

How you can tackle harassment In your workplace 

Sexual harassment today might look very different to the cases we see in old-fashioned workplace training videos. We’re trained to look for overt signs of harassment such as verbal suggestions or physical contact, but it can sometimes be harder to spot than that. Harassment might take the form of an insinuating comment during work or even a private message sent through Facebook, so it’s not always as in your face as you might expect.

According to the EEOC, harassment can cover any unwelcome behavior that is based on sex, race, color, religion, origin, age, genetic information, or disability. If this behavior creates a work situation that any reasonable person would find uncomfortable, it’s likely to be a form of harassment.

If you feel that you’re in a situation in the workplace where harassment is occurring, either directly to you or someone else, you need to speak up. Although it might be uncomfortable, you should speak with the harasser directly and let them know that their behavior is making you uncomfortable, enlisting the help of Human Resources or management if need be.

Keeping active and ongoing written notes on the situation can also cover your bases, so begin this as soon as the harassment starts. Under the law, your employer is obliged to provide steps that will cease the behavior, so you don’t need to feel alone in the process.

It’s important to note that once you confront someone, you might even find that the harasser is unaware that their words and actions were making others uncomfortable. After speaking with them they may even take immediate steps to change their behavior, settling the problem there and then. However, there may be times when a harasser becomes annoyed with the confrontation or even refuses to acknowledge it, and this is where you’ll need management in your corner.

Real Workplace Harassment Examples in California

Regal Entertainment Group and the current problem of harassment in California 

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