Solving organizational challenges with learning and technology isn’t always easy. 

The Learning Solutions Conference & Expo, held March 26 - 28 in Orlando, Florida, will provide you with real solutions to create new strategies, increase engagement, and leverage the power of learning technologies.

Throughout the event, industry leaders will take the stage together to share their viewpoints on key themes within L&D, including:

There’s also a great lineup of keynote speakers who will inspire you with relevant stories of creativity, storytelling, and design.

The Go1 team will be at Booth #326 each day – and offering free Go1rillas! Visit our booth and talk to our learning experts about how Go1 can be the solution for your organization’s L&D challenges. 

If you’re in the Florida area – and into all things learning and technology – you won’t want to miss this conference and expo. The event attracts people from around the world who want to keep up with the evolving needs of their learners. 

Whether you’re an eLearning developer, L&D manager, LMS admin, learning technologist, or instructional designer, you’ll find the tools, technologies, ideas, strategies, and best practices you need for success.

Head over to the Learning Solutions Conference & Expo website to register. We hope to see you there! 

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Visit the Go1 team at Florida’s Learning Solutions Conference & Expo

Have you noticed a number of your workmates wearing orange to work today? They’re most likely showing their support for Harmony Day, a day for people across Australia to acknowledge and celebrate the country’s cultural diversity.

With 49 per cent of Australians born overseas, or with at least one parent who was, Harmony Day is an opportunity to pay cultural respect to everyone who calls Australia home. Held each year on 21 March, the day is an important reminder of the need to promote a sense of inclusiveness, respect and belonging, in our schools, workplaces and broader community.

While it’s vital that we work to encourage inclusiveness and diversity every day of the year, Harmony Day serves as a strong call-to-action to generate ongoing discussion around this issue. It prompts each of us to think about and reflect on how we approach cultural diversity in our own lives.

Supporting cultural diversity in your workplace

By respectfully acknowledging Harmony Day in your workplace today, you can show your support for the many diverse backgrounds belonging to this nation and making it a better place – from the traditional owners and custodians of this land to those who have come here from various countries across the world.

On this day, employers and CEOs in particular are urged to reflect on their company’s approach to diversity. If you’re an employer or manager, take a realistic look at your organisation: how are you working to promote a positive and diverse work culture? Are you fostering a sense of belonging for staff, across all cultures, religions and backgrounds?

Businesses perform better when individuals feel included. When employers show that they are strongly committed to supporting diversity, it leads to a far more open, respectful and inclusive organisational culture and work environment for all.

Creating strong policies around cultural discrimination

HR managers must also play a significant role in preventing and addressing workplace discrimination. For all HR professionals, it’s vital that you have a clear understanding of your company’s position on cultural discrimination and harassment, so you can support staff on this issue.

Australian employers should have zero tolerance for cultural discrimination in the workplace. Yet even today, too many people in this country continue to experience prejudice and unfair treatment because of how they look or where they come from.

With Harmony Day also coinciding with the United Nations International Day for the Elimination of Racial Discrimination, today is a clear, strong reminder to make sure you’ve developed solid policies around these areas and are implementing them across your organisation.

Wearing orange to show your support for Harmony Day

Still wondering why people are wearing orange to work?

According to the Harmony Day website, orange “signifies social communication and meaningful conversations… [and] also relates to the freedom of ideas and encouragement of mutual respect.” Carry these thoughts with you today. And why not choose to wear something orange, to show your respect for cultural diversity and support for an inclusive Australia.

By actively celebrating Harmony Day you’ll be helping to reinforce the day’s key message – which is simply that ‘everyone belongs.’

Celebrating cultural diversity in the workplace

We've released lots of new updates in the past month – let us show you how to use these features to get the most out of Go1!

Join our Go1 Product Managers and Content Experts, as they unveil recently released platform features and highlight brand new Premium Content Providers! 

Share updates on our content recommendations feature which is in Early Access  

Be introduced to our brand new Premium Content courses on your portal 

Deep dive on new capabilities for editing email notifications

Highlight our recently released Events feature and show you some tips and tricks  

We will answer your questions in our session or follow you up after!

* Our webinars are recorded - by registering you will get sent the video recording if you can't attend on the day!

Join us for our monthly webinar to learn about the latest Go1 Platform features and Premium content updates!

Go1’s Caroline Brant, Global Learning Strategist in the United States, will be speaking at an upcoming event in Seattle on Thursday March 28th.

Hosted by Learnapalooza, Caroline will be part of a panel of experts in artificial intelligence, augmented reality, data analytics, HR recruitment and more. 

The Upskilling Yourself: Future Technologies Panel & Resume Hacking Workshop, running from 2.30pm to 5.30pm, is a great opportunity for participants to learn critical skills to navigate and design immersive and adaptive learning environments. 

During the three-hour session, panelists will discuss why it is critical that all professionals involved in people development and related fields become conversant in new learning design, disciplines, and tools so they may meet future workforce needs – for both the people and organizations they serve.

Caroline and her fellow panelists will provide attendees with a clear direction for learning designers and HR managers to integrate new technologies into their skill sets. Following the panel discussion, attendees will be able to ask questions about how these tools and disciplines will impact learning design and jobs in the near future.

There will then be a resume review and job description hacking activity, before a final Q&A session with the experts. You can even bring your resume along to the event for recruiting expert Lindsay Mustain to review!

If you’re near downtown Seattle – and a learning designer, HR manager, or just passionate about L&D – we encourage you to get along to this event. The Learnapalooza team has amassed an amazing group of speakers you won’t want to miss. It’s also a great opportunity to network with passionate and like-minded people in the industry.  

Learn more about the Learnapalooza event and be sure to pre-register on Meetup. 

You can also reach out to Caroline at caroline.brant@go1.com or via LinkedIn to learn more about Go1, hear about exciting available positions, or if you are interested in being a content or LMS partner!

Go1’s Caroline Brant speaking at upcoming Learnapalooza event

At Go1, we aim to provide only the best content available so that you can meet your training needs. That is why we are very pleased to announce our new partnership with Global Vision Media, an industry-leading provider of innovative, cost-effective eLearning solutions. 

Global Vision Media is an award-winning company with a rich history and experience. With 20 years of expertise in the areas of instructional design, content development, learning management systems and talent management systems, their aim is to help their clients to measure the return on their training investment and to achieve maximum learning efficiency and effectiveness.

Global Vision Media has a suite of seven AU compliance courses which are particularly aimed at local councils. Global Vision Media has won two Australian Institute of Training and Development awards over the last 10 years, making them an ideal partner for Go1 in the Australian workplace compliance space. All courses are short, clear and concise and very easy for all employees to complete.

Occupational health & safety for employees

Occupational health & safety for managers

Equal employment opportunity for employees

Equal employment opportunity for managers

Workplace bullying & harassment for employees

Workplace bullying & harassment for managers

Go1 makes it easy for businesses to train their staff, with the world’s largest compliance, professional development and general training marketplace. You can now find all of Global Vision Media's courses available in Go1 Premium. 

Learn more about the courses available from Global Vision Media here 

Go1 announces new partnership with Global Vision Media 

Today, on Friday 8 March, we celebrate International Women’s Day across the world.

For many, it’s a day to celebrate women’s achievements; for others, it’s a reminder and call-to-action to continue pushing for gender equality.

One of the key areas in which we see a lack of gender equality is in the workforce, where there remains a clear difference between the way women and men are treated and valued.

In fact, the World Economic Forum’s Global Gender Gap Report 2017 has predicted that it will take over two centuries to achieve gender parity across the world – with another 217 years of inequality for female workers.

The gender gap in Australia’s workforce

In Australia, women account for 34% of senior managers and 16% of chief executives in the private sector.

Recent research from three separate organisations shows senior female managers earn, on average, $93,000 less per year than their male equivalents.

In large publicly listed companies, only 5% of ASX 200 CEOs are women.

High-level female managers earn an average of 5% less than male managers.

Women are also still significantly outnumbered when it comes to working in STEM-related studies and careers, making up only one in four IT graduates and fewer than one in 10 engineering graduates.

How employers and managers can promote gender equality

Aim for an equal target of representation of each gender in employment and leadership roles.

Make sure that women and men who are doing the same role (for example, two engineers or two senior leaders) are paid the same amount of money.

Ensure female employees are involved in policy and decision-making processes.

Always be inclusive, making sure women are equally represented in delegations, speaking panels and boards.

By working to address inequality, and encourage a higher representation of female leadership, you'll be pressing for progress in this area.

Your organisation will also benefit from having more women in leadership roles, as you’ll be encouraging greater diversity of thought and experience – something that is highly valuable in any industry.

What employees can do to support women in the workplace

It’s not just CEOs and employers who can make a difference in improving gender equality in the workplace.

Employees are also encouraged to look closely at how their female colleagues are treated and valued in the workplace. Let International Women’s Day be a reminder to speak up about gender inequality when you see it.

The International Women’s Day website has excellent suggestions for how individuals – women, men and non-binary people – can create positive change within their own spheres of influence. In doing this, male employees can help to address gender bias in the workplace, becoming better champions and allies for equality.

Commit to taking positive action today – and every day 

Question any lack of women's participation

Ensure credit is given for women's contributions

Supportively call-out inappropriate behaviour

Identify alternatives that are more inclusive

How are you addressing gender equality in your workplace?

Easily group your content to share with your users!

Preview the improved Groups feature, replacing what was previously called "Discussions".  

With this release, we've taken away the emphasis of the Groups feature being for discussions or notes. Now it is a feature you can use to group relevant content on your portal, for a specific department, region or team, which you can then assign to your learners or share across portals. 

Look forward to an enhanced Groups feature, to help Admins and Learners experience more value from their Groups; this includes

Clear difference between assigned learning as well as additional learning in a Group,

For Admins; easier management of Groups including the members, the creation process and the sharing across portals. 

If you want more detailed information about how to navigate these changes in your platform read on and refer to help guides here: Knowledge Base.

You will notice the look and feel of the Groups tab has been created inline with the new course editor interface. 

These updates will make it easy to view your Groups (which you are a member of or owner of) and all public Groups on your portal. 

The Groups creation pop-up, makes it easy to specify group title, description and the visibility settings in one easy flow.

This release has updated the concept of Public Groups, so that now a Group is either shared with a person or your portal. If its public (and shared to the portal), a  user can see the Group (in Group Explore) and then choose to join. By default the visibility will be "Private", which means only users you add to the group can view it and join. 

Once you click through a Group, you can easily view from the Overview tab, 

Admins/Groups Owners can also see and Edit and Assign actions

Mange members easily via the Members tab:

The release provides you the ability to manage all the enrolment of members to a group, even across Groups shared to other portals.

As a Group Owner (or Admin), you can view the tally of total members in this group including members who have joined via another portal the group was shared with. You can easily add new members via the pop-up and excitingly also the Groups creator is no longer a member by default!

What is the difference between added to this group or assigned?

NEW: For courses you create on your portal you have the option to directly add the course to a Group, when you are in the course edit mode: Select the group from sharing suggestion list AND Select 'Can view' or 'Can enroll' permission. This course will now appear in the group!

If however, you want to assign learning with a due date, we suggest you do that via the assign button in the Groups interface. The content doesn't need to be added to the group in order to be assigned.

Having the option to add content as well as assign content, enables the Group to be a place to customise content for a subset of your users or for your portal; which your learners can then choose from. 

You can Share a group of content to another portal, which we suggest works for our customers with multiple portals. 

Ensure within Portal Settings < Portal Content Selection, your portal has accepted Groups shared to it. 

Now you can view the groups in Groups Explore, which you can join. 

If you share content groups across portals with Premium content with a course; portals without Premium will not be ale to access the Premium LI's . 

For content to be visible across portals, add the content to the group (do not assign), if you are sharing course across portals - assigned content can not be viewed in shared groups. 

 The permissions of learning which is added to a group will be inherited by all users . For example, if the learning item is shared   with 'can enroll' permissions to a Group and then that Group is shared to a portal with can view permissions, users within the shared portal can enroll into the course. 

Group Owners can only share their groups (groups that are created by them) to their current portal or other portals, whereas Portal Admins can share all groups (created on their portal). 

If content is assigned to that group, users will inherit the assigned content in their My Learning Dashboard and similarly if they leave the group the content will be un-assigned. 

Stay up to date on the latest important dates related to your Go1 platform.

Discover more about the new Groups feature!

While every company experiences staff turnover, when the level reaches too high, it creates an assortment of problems. As a business owner, it’s your responsibility to understand the reasoning behind a high staff turnover rate, the consequences that follow, and the options you have to prevent it from happening.

Keep in mind that employee turnover spares no industry. But according to a LinkedIn article, three in particular struggle the most in retaining qualified workers. At the top of the list are tech companies, those that specialize in software. This industry has a 13.2 percent turnover rate. Next in line are retailers and consumer goods companies with a rate of 13 percent. Coming third are media and entertainment, along with professional services, at 11.4 percent.

Additional industries with the highest staff turnover rate include:

Government, education, and not-for-profit organizations – 11.2 percent

Insurance and financial services – 10.8 percent

Automotive, transportation, and aerospace – 9.6 percent

Healthcare and pharmaceutical – 9.4 percent

Some industries have a higher risk than others. But overall, every business needs to recognize the problem and act quickly to avoid fallout.

Reasons for employee turnover and easy fixes

The first and most important thing you need to do is gain insight into why your employee turnover rate is high. Only then can you address the issue appropriately. One thing important to note is that due to the type of work involved, some industries are naturally more prone to a high staff turnover rate than others. However, even if your company falls within one of those, you still have viable options to correct and control the problem.

While experts have some differing opinions, the majority agree on 10 specific reasons for a high turnover rate. Unfortunately, you can lose excellent employees right along with the bad if any of the following exists within your organization. When assessing your company, be on the lookout for any of these. If identified, consider the remedies provided.

“Office politics” are a huge issue. If you have people working for your company who participate in back-stabbing, gossiping, throwing blame, or being rude to their co-workers, you’ll have a hard time keeping anyone on the payroll. In this case, your HR Director, along with department heads and your L&D Manager need to devise a plan to stop this behavior in its tracks.

You may have the most dedicated and hard-working employees in the world. But when an imbalance between work and personal life develops, it can force them to leave the company. Regardless if you recently had to downsize or require your staff to put in long hours, you have to make sure your employees do not compromise their life outside of work.

One of the best ways to get your staff to perform is by empowering them. That means giving those qualified the opportunity to make decisions. Not only does this give your workers authority, but it also makes them more accountable. Again, you need a system in place whereby your leaders do not micromanage but empower the employees instead.

Everyone, regardless of their title or position, wants to feel valued in the workplace. If you don’t have some type of reward system in place, it won’t take long before workers begin to seek other employment. Make sure the leaders within your organization come up with a plan that both recognizes and rewards hard-working employees. 

It’s essential for your managers to provide feedback combined with mentoring to help your employees succeed. If that’s not currently happening, you need to make a change in how you run your business. Honest comments, whether positive or negative, go a long way in prompting people to do more and do better. 

Another reason behind a high staff turnover rate has to do with the job not meeting expectations. You probably know that positions can change after onboarding someone. But if the work involved is too far off from what the individual agreed to at the time of hiring, you take the chance of losing that individual as an employee.

For this, your HR Director and your leadership team need to evaluate positions and make adjustments if necessary. As an example, if you hired someone to work closely with customers, but soon after starting the job, that person’s position changed to having little to no direct contact. You can anticipate an unhappy employee.

Sure, some people spend their entire working career doing the same thing while remaining completely content. However, this is rare.  If you want to avoid a high staff turnover rate, you need to give your staff the opportunity to advance. Workers who see potential for growth are more likely to remain loyal to a company.

Whether your business is going through a rough patch or rumours have circulated throughout the organization about a possible closing or downsizing, you need to nip this problem in the bud quickly. Instead of keeping your staff in the dark, be transparent. The number of employees willing to stick around through the good and the bad times would surprise you.

Obviously, the goal when hiring is to select people with the right qualifications. Therefore, be sure you place employees in the right positions. Also, because responsibilities can change, always provide training as needed. For this, your L&D manager can select online training courses that bring your employees up to speed in no time.

A lot of people accept positions according to promised promotions and raises. If you had to freeze these perks for some reason, and your staff has the chance to work elsewhere for 20 percent more, you can bet your turnover rate will increase. Again, be honest with your employees, so they know you understand their frustration and are doing everything humanly possible to turn the situation around as fast as possible. 

Now you understand why most employees leave a company. But to fully appreciate why this is something you want to avoid, take a look at the fallout. No matter what product or service you sell, your staff is your most valuable asset. Even in the age of technology, mega organizations know that success comes from having employees who are satisfied with their jobs.

The problem is a lot of companies focus so much on hiring, as well as product and service development, and they fail to give any serious consideration to employee retention. If you want your business to remain competitive and successful, you have to look at the bigger picture. After all, a high staff turnover rate is expensive in more ways than one.

As a perfect example, People of Greenhouse, led by VP Maia Josebachvili, created a case study that shed some interesting light on workplace turnover. In this study, the team determined that retaining a salesperson for three years, as opposed to two, improving onboarding practices, and enhancing management strategies, yielded a net value difference of $1.3 million to a company over the course of three years. 

This same organization shared some insightful beliefs as to what you should consider for your company. Three things, in particular, stand out, which the People of Greenhouse implemented, including “nurture brilliant and talented employees, encourage employees, and empower employees.”

Some experts go with even higher numbers when estimating the financial loss of staff turnover. For instance, the Center for American Progress published a report that spanned 15 years. In that report, it cited 11 different research papers. The outcome was that a company with a turnover of an extremely skilled worker could cost the business 213 percent of that person’s annual wage.

While other experts have an even more conservative viewpoint, claiming the cost of losing an employee typically ranges from tens of thousands of dollars to up to twice the annual salary of the employee who leaves. It’s still too much. Remember, you invest a lot on your staff, from recruitment and hiring through training and ramp-up to achieve optimum productivity. 

The cost of having an employee leave also covers a greater degree of errors, general culture impacts, and a decrease in engagement with others. Think about that for a minute – one employee making $50,000 could cost you as much as $100,000 – just ONE. For a significant turnover rate, the numbers increase dramatically in no time at all. 

Breaking the numbers down, consider a company with 150 employees and a current 11 percent yearly turnover rate. Spending $25,000 on hiring, $10,000 for each turnover, plus development, and roughly $50,000 on productivity opportunity while trying to replace a staff member, that company could easily lose $1.57 million annually on turnovers.

Although workers leave a company due to being underpaid, the number one reason for a problem with turnover has to do with employee dissatisfaction. For that reason, you need to focus your efforts in that direction above all else. Following are the most critical areas that you need to address.

Remember the discussion about career advancement; you need to provide your staff with growth opportunities. Even more than job security and salary, providing your employees with a chance to advance within the organization will significantly decrease your turnover rate.

For example, if you have employees who enhance their skills by taking online training courses or attending a conventional college campus, take advantage of that. By moving that person to a better fitting position, you’d quickly see an improvement in work satisfaction. Also, have your HR Director spend time with your employees to gain an understanding of their long-term career goals.

As human beings, your employees need to know that you as the owner, as well as your entire leadership team, genuinely care about them and have their best interest at heart. By building a workplace culture whereby everyone appreciates and respects others will help reduce your turnover.

You need to consider how an employee impacts your company and the way your company affects the world. In this case, develop a clear mission statement and share it with your entire staff. This will encourage your employees to work through tough times and remain focused on the business priority. In other words, your employees need a clear vision of what they’re striving for and then be recognized for what they do.

Arm your staff with the tools and resources they need to succeed. If you have a high employee turnover rate, you not only lose financially, but your company’s reputation could also suffer. If potential and existing customers see that you have a lot of employees coming and going, it makes them question your business’ integrity and practices.

At the same time, a high staff turnover rate could give your competitors an edge. Using that to their advantage, they can quickly take some of your customers, which is never a good thing. All in all, it’s imperative that you recognize a problem and take the appropriate action immediately. Otherwise, your company could suffer to the point of failing altogether.

Always remember to provide your employees with training. At the time of bringing new staff onboard and throughout their career with your organization, make online courses a part of your overall strategy to keep employee morale and productivity up.

Along with your day-to-day workers, you should give your leadership team the same opportunity. For one thing, training enhances skills while introducing your staff to new ones that they can use to better themselves and the company. Also, ongoing training gives people a sense of empowerment and shows that you’re willing to invest in them and their career.

Although you can find an abundance of companies that offer online training, not all have the same caliber of courses available. Go1 has a reputation for providing a broad range of superior quality topics, with courses developed and often presented by industry leaders. For a nominal fee, use training to reverse turnover within your organization.

The real cost of a high staff turnover rate

 We are excited to welcome content creator ViaUp to the Go1 Premium library. 

ViaUp is an Australian e-learning creator who specialises in crafting engaging learning experiences through their e-learning content. They bring their content to life, to create corporate learning that resonates.   

ViaUp courses are developed with the fundamental principles in mind, that organisations can achieve their missions, if they ensure employees understand and appreciate the importance of:

ViaUp content is created in collaboration with leading subject matter experts, to ensure the learning material is relevant and at the forefront of discussions on the subject. 

Their content is delivered via rich and interactive video and immediately upon enrolling in a course, you will experience extraordinary interactive learning of a quality unlike most other animated e-learning videos. 

ViaUp has five courses available in Go1 Premium: 

The Bullying, Harassment and Discrimination course, is short course which offers the toolkit employees need to help themselves and their co-workers to identify and then respond in the right way, to inappropriate behaviour in the workplace. Read more about it here. 

Driver Safety course, with more employees driving for work in different capacities, being safe on the road is incredibly important. Make sure you know how to keep yourself and others safe when you’re behind the wheel. Read more about it here. 

Office Ergonomics, is course to empowers organisation to identify and address the causes of poor office ergonomics by providing them with information that enables them to correctly set up and utilise their office workstation. 

Alcohol and Other Drugs course, enables organisations to identify and address the risks involved when somebody chooses to show up to work under the influence of alcohol or other drugs. By addressing these risks, and dispelling some of the myths surrounding the topic, people will be empowered to prevent incidents and support their colleagues.

You can now find these ViaUp’s courses, plus a more coming soon including a course on Stress, Anxiousness and Anxiety! 

ViaUp available in Go1 Premium and are accessible in all regions however the content was created for an Australian market.  

Want access? Sign up for Go1 Premium today!

Go1 welcomes our newest Content Partner: ViaUp

How to Use Active Listening Skills to Coach Employees to Solve Their Own Problems

Think of a boss – that’s the person who tells everyone what to do, right? The thing is that no-one likes being told what to do. Successful managers don’t just rely on their authority to boss people around. Instead successful managers have a much stronger form of personal power and that’s the power to communicate persuasively. And one of the most persuasive, but little known, forms of communication is using active listening skills to coach employees to solve their own problems. 

When we think about communication skills people usually think about talking or writing. 

But communication is a two-way street. Without listening, you’re not communicating, you’re just broadcasting. Listening is the other half of successful communication.

What is your Active Listening communication score? Take the Quiz to find out.

What I’d like to share with you is some of the powerful ways that you can use active listening to be a better boss.

“Most of the successful people I’ve known are the ones who do more listening than talking” Bernard M. Baruch

 5 Ways to Use Active Listening to be a Better Boss

1. Coach Your Employees to Solve their Own Problems

When your employees bring you a problem the natural urge is to solve the problem for them ASAP. But the problem is that when you solve your employees’ problems for them, then you’re training them to bring you their problems to solve. What you end up with is more problems, not fewer. Instead of showing them that you know the answer, invest a little time to coach them through finding their own solution.  

2. Build Better Relationships with Employees 

Listening is essentially the whole premise behind Dale Carnegie’s book “How to Win Friends and Influence People” Humans have a basic need to be understood. Listening to people helps them to feel valued. Conversely working for a boss who doesn’t listen to you destroys motivation. This is why your One-on-One Meetings with Employees always start with their agenda.

“The most basic of all human needs is the need to understand and be understood. The best way to understand people is to listen to them” Ralph G. Nichols 

Ownership is that manager nirvana where your employees take responsibility for their work. When you tell your employee what to do, they don’t own your solution. But when you use active listening skills to coach them to come up with their own solution, they also have the ownership to prove that their solution works.

4. Stimulate Creativity, Innovation & Problem Solving

Successful bosses don’t try to do everything themselves. Successful bosses are the bosses who can leverage the unique skills and abilities of every employee on their team. Got a complex problem that you don’t have the time to solve? Delegate the responsibility to your employee and then coach them through their own problem solving. This isn’t just a problem solving technique because your employee’s love learning and growing.

Train your employees to solve their own problems and they won’t need to wait to find the time in your busy diary. Don’t let your long to do list become a massive bottleneck. 

Managing employees is difficult because people are complex and school doesn’t teach you how to be a better boss. If you want to be a better boss, giving effective performance communication is one of the essential manager skills that you need to develop. But don’t forget that half of communication is listening. And effective managers know how to use listening to build better relationships, create ownership, stimulate growth, encourage innovation and build problem solving.

So the next time your employees come to you with a problem, resist your natural urge to quickly solve the problem for them. Instead of telling them what to do, use active listening skills to coach your employees to solve their own problems.

This article is a guest post from Manager Foundation which specialises in showing people the soft skills they need to create a happier, more productive workplace. 

The forgotten half of communication skills for bosses

Helping you reach your training goals with the latest insights, trends, and advancements in L&D