Learn how to supercharge your online training platform with off-the-shelf eLearning content - a webinar hosted in partnership with eThink. 

When it comes to Learning Management Systems (LMS), not every organization has the bandwidth or resources to effectively manage their L&D program as well as create and deliver high-quality eLearning courses. When it comes to the latter, finding or creating employee training that can both meet compliance needs and fill the skill gaps in your team is often very challenging. 

From construction to childcare, regulatory requirements are constantly changing and as every industry evolves, there is a need to stay up-to-date and ahead of the competition. That said, training programs can be a lot to manage. Thankfully, L&D professionals have options when it comes to finding support for their training platform or outsourcing content needs.

Join us on September 26th  at 11:00 am EST / 4:00 pm BST to learn about how you can power your training program with a flexible learning platform and canned content that’s tailored to meet your organization’s unique training needs. By combining your LMS with a comprehensive off-the-shelf eLearning library, you’re able to support your learning strategy with industry-specific courses and training that drives the success of every member of your team, ultimately increasing employee performance and business outcomes.

In this session, you will hear directly from Go1, the world’s largest marketplace of training, and eThink Education, a world-class LMS solutions provider, to learn: 

why it’s important to incorporate multiple methods of workplace learning including in-person and online training, and how a best-of-breed content strategy supports this

the benefit of incorporating off-the-shelf eLearning content into your learning programs 

how the best learning and development training can increase employee engagement, collaboration, and productivity

how Go1’s corporate training library combined with eThink’s fully-managed LMS solution provides an all-in-one eLearning solution, enabling organizations to offer a seamless, engaging learning experience to end-users. 

Randy Jones (Vice President of Sales eThink Education)

As VP of Sales, Mr. Jones is responsible for overseeing strategy and execution for both direct sales and eThink’s channel network. Mr. Jones joined the eThink team in 2014 and brings over twelve years of education technology experience, including four years with the New York Times and four additional years providing Virtual Course Material platforms. Mr. Jones holds a MBA from the University of Baltimore and a BS in eBusiness & Marketing from Towson University.

Paul Callan (Head of US Channel Partnerships Go1)

Paul Callan is the Head of US Channel Partnerships at Go1, the worlds largest marketplace for corporate training. Paul draws on more than ten years of experience in the areas of product, marketing and mobile ecosystems to help Go1 partners reach their full potential. Go1 is a world leader in corporate learning – aggregating thousands of courses into one simple solution. 

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Webinar: Supercharge your online training platform with off-the-shelf eLearning content 

Find out what makes Go1 the world’s largest marketplace of training and how we can take the hassle out of workplace training, to save your business time and take your training budget further.

Got a spare minute? Watch the short video below!

Meet GO1: Making learning easy! (USA)

We also regularly post webinars, case studies, and FAQ videos to the Go1 YouTube channel, so don’t forget to like and subscribe! 

For many of us, learning is an activity we associate with sitting in a classroom listening to an adult or expert imparting knowledge.

Yet, our brains are wired for learning and growth, no matter where we are or what we are doing.  From an evolutionary perspective, our ability to learn has shaped us as a species and continues to do so. 

Newborn babies learn through their developing senses and interactions with the world, and this process becomes increasingly complex as we progress through life. 

As our thoughts become more layered, it can be challenging to remain open to the idea of continuous learning.  Other priorities take over, and it can be difficult to take on new concepts.

In order to do this, we have to be in the right place psychologically, and this is why developing a growth mindset can be useful. 

The term “growth mindset” was coined by Professor of Psychology at Stanford University, Carol Dweck.

She argues that an individual’s views of their ability can be placed on a continuum, from those with a “fixed mindset” to those with a “growth mindset”.  

In an interview in 2012, she describes the difference between the two states of mind in the following way: 

“In a fixed mindset students believe their basic abilities, their intelligence, their talents, are just fixed traits. They have a certain amount and that's that, and then their goal becomes to look smart all the time and never look dumb. In a growth mindset students understand that their talents and abilities can be developed through effort, good teaching and persistence. They don't necessarily think everyone's the same or anyone can be Einstein, but they believe everyone can get smarter if they work at it.”

With this research in mind, a growth mindset is a psychological state anybody can develop with the right attitude, making them all the more receptive to new ideas and concepts.

But how might you go about doing this? What changes to thought patterns or behaviours might you need to make? The tips below should help you to get started: 

1. Admit that you don’t know everything

Admitting when you don’t understand a concept or how to solve a problem can be challenging, particularly in a professional context.  You want your boss to think you’ve got everything under control and that you’re doing an amazing job 100% of the time, but this is humanly impossible! It’s much better to ask for help when you need it or to clarify with a question.  This means you’ll be able to learn something new and avoid the stress of not understanding how to progress with a task.

Every conversation you have is an opportunity to learn something new. Whether you’re the CEO or an intern, our experiences are all different and we can learn a lot from what a colleague or team member has to say.  You can do this by asking more questions when you talk to people and mine for new information.  You might be surprised who teaches you something new. 

This is a key component to having a growth mindset. When colleagues give you feedback on a piece of work, it can be hard not to take it personally, but try to remove yourself from the situation and act upon what they are saying. You can even seek out feedback.  This is a great way to grow in your role and gain insights from your peers or those with more experience.

As human beings, we are susceptible to second-guessing ourselves and being afraid to put ourselves out there.  While negative self-talk is useful from an evolutionary perspective to save us from sticky situations, in the relatively safe and comfortable modern world, it can be quite destructive and limiting.  

If you have a fixed mindset, you might believe that it is impossible for you to grow beyond the talents and skills you already possess, but this simply isn’t true.  While, as Carol Dweck explains, you might not become Einstein, the brain is plastic and capable of forming new neural pathways throughout life. The opportunity for growth and learning is always there, we just need to harness it. 

5. Understand your strengths and weaknesses

When you understand where your strengths and weaknesses lie, you can identify which areas to devote your energy to, and which need more attention. You might benefit from taking a course or asking for help, particularly if a certain skill you aren’t confident in is required for your role. 

For more insights, be sure to 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.

Our brains are wired for growth. In order to do this, we have to be in the right place psychologically, and this is why developing a growth mindset can be useful. 

How to develop a growth mindset for learning

Think for a moment about your favourite streaming service, YouTube channel or blog.  What draws you to it?  To ensure you keep coming back, there needs to be a range of content tailored to your preferences as an audience member. 

When it comes to online learning, the need for a variety of high-quality content is exactly the same, but this goes beyond satisfying consumer demands. 

A selection of learning content and activities can be the difference between an engaging workplace learning experience, or your colleagues checking off yet another item on the growing to-do list.

With this in mind, let’s explore why variety is a key element to engaging your colleagues in learning. 

Knowing what makes an online course engaging is the key to convincing your colleagues to take time out of their busy schedules for learning. When you provide staff with content they can really connect with, they are far more likely to see the upside, and this will create momentum. 

As part of this process, it is important to offer a variety of learning content. Here, we explain how you can use variety to make the learning experience more meaningful for your colleagues:

Engage participants using multiple types of learning experience 

Multiple types of learning experience are important if a participant is to remain engaged with learning content. 

For example, you might look for courses that include a variety of activity types. One part of a lesson might ask participants to watch a video and record their thoughts.  The follow up task might be to apply this new knowledge in the workplace and reflect on the process.

Learners also take on new information best when it is broken down into bite-sized chunks.  If the content you choose includes a range of tasks and activity types, it will definitely tick this box. 

      2.  Provide participants with the opportunity to use different thinking skills

 In order for a learning experience to be engaging, participants also need to use a wide range of thinking skills.  

Certain tasks will require more brain power from learners than others, and a good online course will ensure activities encourage different types of thinking.

For example, activities which ask participants to be more creative or to problem solve will be far more engaging and result in deeper learning. 

However, sometimes participants will simply need to recall facts.  This process is less engaging but necessary for certain topics.

All you need to remember when making a selection is that the best courses will include activities with a range of thinking skills.     

      3.  Appeal to different personality types and interests

Each of your colleagues will have different personality types and interests.  If you have access to a variety of learning content, you will automatically appeal to a broader range of people. 

Participants will also have the option to explore content at their own pace.  For example, if they are interested in the content covered in course A over course B, they can select that which is more relevant and interesting to them.  

      4.  Factor in a personalised learning journey

Personalising learning is the difference between content being engaging or boring.  Content needs to address an individual’s learning needs as accurately as possible, and advancing technology is helping to simplify this process.

Some courses will do this better than others, or perhaps include features which enable you to integrate learning with platforms your workforce uses regularly.

Giving your colleagues access to a wide range of learning materials will help to make the process more tailored to their learning needs.

      5.  Create an authentic learning experience

The most useful learning experiences will be those relevant to your colleagues’ professional context and aspirations. 

Many online courses include practical stories, which are particularly important for workplace training. 

If the learning content you select includes a range of practical examples and ways for participants to apply their learning in the real world, their experience is far more likely to be both authentic and useful. 

When a participant takes a course, they will also generate ideas and questions along the way.  With a variety of content to choose from, they can select material to explore ideas or thoughts as they pop up.

With Go1 Premium, you’ll have unlimited access to a growing library containing thousands of learning resources, from top training providers around the world - all in one easy subscription.  

Why learners need a variety of content to stay engaged

You've spotted an eLearning course that would be perfect for your colleagues and help them grow as a team. Unfortunately, your organisation has a tight budget to stick to this year, and it isn’t easy to convince the boss to allocate the funds.

The question is, how can you make the case for eLearning? Why should your organisation take notice?

The benefits of learning in the workplace are well-documented, and with 42 per cent of Fortune 500 companies implementing eLearning programs, your organisation is at risk of falling behind without one. 

In this article, we will explore how to encourage those in management to embrace eLearning, and demonstrate that it is a long-term investment worth making. 

Online learning is an increasingly popular way to perform workplace training, but some managers will need persuading when it comes to allocating both the time and money to this relatively new concept. 

Our advice is to let the benefits of eLearning speak for themselves.  The following points should help you to get started with communicating the unexpected advantages of investment in online courses:

Opportunities for ongoing learning and growth are important for employees to feel invested in the organisation they work for.  Ultimately, human beings function best in environments which allow them to grow. 

Deloitte’s 2017 ‘Global Human Capital Trends’ report found 42 per cent of millennials are likely to leave their organisations because they’re not learning fast enough. The data also reveals that among millennials, the “ability to learn and progress” is now a key element in their perception of a company’s brand.

Employee turnover is also expensive.  Josh Bersin of Deloitte estimates the cost of losing an employee to be 1.5-2.0 x the employee’s annual salary.  This could mean a company losing anywhere from tens to hundreds of thousands of dollars each time an employee moves on. 

With this in mind, giving employees the opportunity to engage with eLearning courses seems like a small price to pay.

Improving employee retention isn’t the only reason investment in eLearning makes good business sense.

If you are going to convince your leadership team that eLearning is the way to go, they will need to understand it in terms of a business plan. To do this, highlight the shortcomings of your current method of training (if any), and explain why eLearning would be better financially. 

You can also measure the ROI of online training using Kirkpatrick's model of evaluation as a starting point. 

Your leadership team will also want to know what employees stand to gain if they adopt online learning tools. 

Research shows that eLearning increases retention rates 25-60 percent.  In comparison, retention rates of face-to-face training are much lower at 8-10 percent. 

If your organisation is already spending big on face-to-face learning, these stats could show that eLearning would have more overall impact, and be better value for money. 

A Training Needs Assessment (TNA) is a way of determining if a training need exists in your organisation.  If it does, the assessment can review what training is required to fill the gaps.

This is designed to make the connection between a required performance or desired behaviour and the actual performance or behaviour in your organisation. 

When your leadership team is presented with this data, it might make more sense to invest in online learning as a means of improving efficiency or addressing a particular challenge. 

There could also be considerable scale and diversity in training needs.  In this case, those in leadership could be more likely to opt for the flexible solutions an eLearning platform can offer. 

Data also shows that eLearning participants learn nearly five times more material than those attending face-to-face courses, without increasing the time spent training.

A traditional face-to-face training course might typically take a day, meaning an employee would need to spend a whole day out of work to focus on learning.

With online courses, employees can log on anytime, anywhere. Participants can spend ten minutes learning from a video, then get back to their regular tasks for that day.

The fact that eLearning is presented in bite-sized chunks also makes information easier to digest and retain. 

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.

Elearning is an effective way to engage employees and improve their performance. Learn why now is the time to start investing in elearning!

Five reasons your organisation should invest in eLearning

Australian businesses are failing to support employees when it comes to mental wellbeing, with some people alarmingly still being told to “toughen up”, according to new research released today.

The Go1 Workplace Wellbeing 2019 survey polled more than 1000 working Australians on how well their workplace manages their mental health. 

Alarmingly, 7% of bosses tell employees to "toughen up" when they approach them regarding their mental health. Only 28% advise staff to see a doctor, and 40% simply "do nothing."

Only a third of employees are comfortable talking to their manager about their mental health, with 16% "uncomfortable" and 28% "very uncomfortable."

Employees are also more likely to talk to coworkers (20%) or "no one" (32%) about their mental health, than their manager (18%) or HR (10%).

The national survey was conducted in August 2019 by Go1.com, the world’s largest online training marketplace.

GP and Go1 co-founder Vu Tran said the results are very concerning.

"Australian businesses clearly need to do better. We know that more than 40% of all workers have their productivity, health and family stability impacted substantially as a result of high stress at work, and 50% of all employees leave a workplace because of it being a poor mental health environment," Dr Tran said.

He said that the findings showed “employees’ cry for help had fallen on deaf ears” in a large number of organisations, and that workplaces had to do a far better job at supporting workers’ mental wellbeing. 

“As a GP, I’ve seen first-hand how R U OK? Day can save lives. 

“It has helped avoid tragedy and transform people’s lives for the better. This has really changed how I view my role as a team member and a leader within my own company, and the role we all play in supporting each other.

“I urge everyone to take the time to ask your workmates the simple question: R U OK? – not just today, but each and every time you suspect something is amiss,” Dr Tran said.

“It makes a really big difference to people’s lives."

According to Dr Tran, many organisations were eager to address employee mental wellbeing but didn’t know where to start. 

He said there was an increasing demand for the right training and tools to help organisations achieve their CSR (corporate social responsibility) outcomes, with CSR-related training materials by leading experts and courses authorised by social good experts being the most in demand.

Go1’s new Social Impact Program, officially launched today in conjunction with RUOK Day 2019, helps organisations address three questions:

How confident are you that employees can spot signs of poor wellbeing in themselves and co-workers?

Do your employees know what steps to take when something isn’t right?

How do you and your employees actively work towards a healthy workplace?

"Ideally, managers and leaders will start taking the initiative to improve mental health within their organisations before it reaches the point of crisis. This means everyone in the organisation being aware of mental health issues and domestic violence, having robust policies against bullying and harassment, and clear support networks," Mr Tran said. 

"It’s also about actively building resilience and erasing the stigma of mental health. At Go1, we offer many workplace courses in mental health training in partnership with a range of organisations. These give people the ability to recognise mental wellbeing problems, as well as respond to someone who has those issues, including referring them to whomever they need to go to."

Australian workers’ mental wellbeing ignored, research shows

We are excited to announce the early access launch of Go1’s new content player!

We've reimagined your learning experience on the Go1 platform, with the aptly named 1-Player. This feature enables you to undertake learning across all courses and standalone resources in 1 standardised interface.

The New content player will support the following learning resources:  

SCORM / Video / Document / Weblink / Text / LTI / Quiz / Assignment. 

For Events, users will be redirected to the standard event interface, and Integrations will be supported in a future update.

In its new form, the content player resolves the limitations users sometimes experienced when accessing learning, whilst also introducing a new and more streamlined content player. 

Open resources via the player and view summaries of each item before confirming enrolment!  🎉🎉

The overview panel on the right side makes it easy to see the contents of a course from within the player.

Users can navigate between different items in the course without having to leave the interface!



See clear indications of your completion status

In addition to the status being show in the top right corner, a special screen will also show for each item that has been successfully completed.

An overall simple and consistent experience

Go1 users can check the status of each learning item, as well as complete items more easily and clearly with buttons always being in the same location.

When exiting the 1-Player(using the X in the top left corner), users will be taken back to where they opened the learning item from. This also applies to customers accessing Go1 content in an external LMS. 

This is an exciting upgrade to the platform, so we are making it available through early access to Go1 portals that want to trial it now. We’d love to hear about your experience using the player, to ensure we gather feedback and guarantee the quality of the feature. We’d love to hear about your experience using 1-Player to ensure that it is a quality feature and meets all users’ expectations as much as possible. Please note that currently the 1-Player works best in desktop mode but we would love users to also give feedback on the mobile experience as well. 

Find out more: Early access: Play learning resources via the content player here.

Ready for early access: 1-Player, the new Go1 Content Player

Throughout our lives, and often at pivotal moments, we need support from a guide with life experience. Having a mentor to help you navigate a period of growth can make all the difference, and point you towards decisions that are best for you.  

Everyone can remember that teacher they really clicked with, who showed them a whole new perspective on life, or even ignited their passion for a certain subject.

Mentors are proven to be beneficial in both our professional and private lives. 75% of executives say mentoring has been critical to their development, and mentoring programs are known to add value to larger organisations.

With this in mind, we will be looking in more detail at what a mentor is and how they can help you on your path to professional and personal success. 

In a professional context, a mentor is a person experienced in their field who shares wisdom with a protégé or younger person. They actively take an interest in the younger person’s development. While a mentor doesn’t have to be older than their mentee, this is the dynamic in the majority of cases. 

When defining the role, it is important to distinguish between that of a mentor and a coach. While the concepts are similar, a mentor provides counsel or guidance, whereas a coach will instruct or train. 

The benefits of mentorship are widely documented. It has been shown to improve career outcomes, employee engagement, and employee retention to name a few, and there is extensive evidence that it improves organisations as a whole.  

In his book, Mentors: How to Help and Be Helped, comedian, writer and podcaster, Russell Brand, writes about eight mentors who have appeared in his life.  He reflects on his relationships with them and how they have enabled him to grow. He describes a mentor as, “somebody who can take you to the frontier of yourself.”

1. Highlight where your talents truly lie

Understanding where your true talents lie can be challenging at times.  Professionally, you may be in a position that demands a wide range of skills, not all of which you are equipped for. This can mask our talents and make it more difficult to know where we should direct our energy. 

While you may know where your strengths lie, a mentor can help you to work with this and focus on your natural abilities. They can also teach you how to apply them to your work, or redefine your career to play to your strengths. 

The right mentor can offer you an untapped fountain of wisdom. It is most likely that they have had the benefit of being in your position before, and have been through a process of growth to get to where they are today.  

This experience gives them inside knowledge that can be valuable to you.  Their guidance can show you how to take steps forward, while also carving out your own path.

As human beings, we are susceptible to second guessing ourselves and being afraid to put ourselves out there.  While negative self-talk is useful from an evolutionary perspective to save us from sticky situations, in the relatively safe and comfortable modern world, it can be quite destructive and limiting.  

A mentor can encourage you to challenge your thought processes, especially the negative thinking loops you might find yourself in.

As well as highlighting your strengths, a good mentor can develop your self-awareness and show you when you are at your best.  Self-knowledge is an ongoing and difficult journey throughout life (never not learning!), so having a guide at various points along the way can be very worthwhile.

Your mentor will likely be experienced in the field you wish to progress in, and have years of experience.  Over time, they will have gained a long list of contacts, many of whom could help you develop further.  If you are transitioning to a new line of work, this could be particularly helpful as you are effectively starting out again. 

It is clear that working with a mentor has advantages. But how do you go about finding one?

Unfortunately, finding a mentor isn’t necessarily an easy process.  It often happens organically between two people, and grows into a mentorship without being formalised. As Russell Brand explains, a mentor also needs to be, “somebody you can realistically emulate.” 

Nonetheless, you can first identify an area of growth you would like to focus on, then make connections with people you think could help you to move forward.  Over time, these relationships might develop into a mentor-mentee dynamic.

Many larger organisations run mentoring programs, which benefit both the mentor and mentee.  It can be equally rewarding to share hard-earned knowledge and wisdom, and those taking on mentors might even learn a thing or two from their protégés! Overall, it is a win-win relationship. 

Five benefits of finding your perfect mentor 

One of the most important factors instructional designers consider when developing eLearning material is the user experience.  Online courses are created with the learner in mind - the objective is for them to gain knowledge they didn’t have prior to taking the course.

Despite this, it can be hard to find high-quality, engaging learning content that goes beyond learners ticking the necessary boxes.

When information is presented in an interesting, attention-grabbing way, this can be the difference between the learner being able to apply their new found knowledge, and forgetting it completely after completing the course.  

We recently looked at how to assess learners’ engagement in online courses. Regularly assessing learner engagement is crucial to a successful learning and development strategy.

In this article, we will explore how to select engaging online content and the features you can look for to help with this process. 

Depending on the quality of the learning culture in your organisation, it can be challenging to convince your colleagues that taking time out of their busy schedules for learning can be beneficial. 

Knowing what makes an online course engaging is the key to combating this. When you provide staff with learning they can really connect with, they are far more likely to see the upside, and this will create momentum. When searching for the right content for your team, start by asking the following questions:

Personalising learning is the difference between content being engaging or boring. Content needs to address an individual’s learning needs as accurately as possible, and advancing technology is helping to simplify this process.

Having to listen to a familiar concept being taught in great detail is neither engaging or useful. When the average employee has only 24 minutes per week to learn, even slightly irrelevant content is a waste of precious time. 

2. Are opportunities for active learning included?

Active learning involves any activities which encourage the learner to participate in learning beyond consuming media, such as text or videos. 

When learners are actively engaged with a task, they will need to use high order thinking skills to complete it. These include applying new knowledge to practical contexts, or using the knowledge they have gained in a creative way. 

An example of an “active” task would be to ask the learner to read a text and record five key points as they do so. It doesn’t have to be complicated, it just needs to go beyond basic consumption of information to be more interesting. 

3. Does the course have clear learning objectives?

Clear learning objectives are essential to any well-designed lesson. Without them, the purpose of the learning can easily go astray, and the learner will become disengaged quickly.

It is also important that these objectives are referenced throughout a lesson, not just at the beginning. This way, the learner can stay on track as they complete each activity, and reflect on whether or not they have achieved that objective. If they haven’t, they might need to revisit a section of learning or do further research.  

When assessing the quality of learning objectives, look for action verbs that describe what the learner will be able to do by the end of the course.

It is also important not to confuse learning objectives with learning goals, which are longer term and less defined. Objectives are included to give structure to a specific lesson or course. 

Practical stories help to put learning in context, and are particularly important for workplace training. One of the main goals of staff training is for the participants to be able to apply their knowledge in a practical context. Acknowledging this during the learning process makes the transition from online to real-life scenarios much easier. 

Stories also give learners a familiar context to work with. This forms a great basis for gaining new knowledge and information, as they can make connections between new information and situations they already understand. 

This might seem obvious but the success of an online course is highly reliant on the quality of visual design. Jorge Reyna, scholar of digital media for learning at the University of Technology Sydney, explains that, “design aesthetics have a profound impact on how users perceive information and learn, judge credibility and usability, and ultimately assign value to an online experience.”

Pay attention to the quality of visual content and the learners will reap the benefits. 

A one stop shop for all things training, Go1 makes it easy to compare the best training options available, and find the right resources for your professional development, compliance and business training needs. 

How to choose engaging content for workplace learning

We are excited to have been recognised as one of the best startups to work for in Australia by LinkedIn.

This is the second consecutive year Go1 has been named in LinkedIn’s Top Startup in Australia list. 

LinkedIn Top Startups is an annual ranking of the hottest startups to work for around the world. The list is compiled by LinkedIn’s editorial team through a combination of proprietary platform data and editorial expertise to spotlight new and fast-growing companies that are attracting attention and recruiting top talent.  

Go1 co-founder Vu Tran said the award recognises Go1’s priority in its people and culture – vital ingredients for being a great place to work.

"We’re delighted to get this award from LinkedIn. It’s recognition of the effort everyone has and continues to put in to make Go1 a supportive and rewarding company to work for,” Mr Tran said. 

“We’re hopeful this award will help us to continue to attract the best talent in Australia and internationally as we expand and create more alliances with partners that share our workplace philosophy. 

"One of our key practices is supporting employees to advance themselves. Pursuing targeted and relevant training is important not just for individuals but also for the success of the organisation. Enabling people to run their own training agenda and go beyond their core training has big benefits for everyone,” he said.

Employee wellbeing and mental health are top priorities at Go1, where staff are encouraged to maintain a healthy balance between work and their private lives.  

"A safe, supportive workplace means healthier employees, better performance and productivity. Awards such as LinkedIn Top Startups are very important for raising awareness of how important a supportive work environment can be, both for attracting new talent and retaining talent. This is all the more critical given the global skills shortage, and the challenge many startups face in attracting the right people," Mr Tran said. 

Go1.com makes it easy for businesses to train their staff, with the world’s largest compliance, professional development and general training marketplace. By providing a single platform that extends from first aid training through to degree bearing courses, Go1 makes it easy to find and compare the best training options available. The marketplace features over 500,000 courses and other learning items created by local and international experts. Customers include SEEK.com.au, Oxford University, State and Local Governments and St John Ambulance.

Since launching in 2015, Go1 has grown to be a world leader in online learning and education. Local and overseas investors include Y Combinator, SEEK, M12, Tank Stream Ventures, Black Sheep Capital, and Our Innovation Fund.

True

Go1 named one of LinkedIn's 2019 Top Startups in Australia 

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