Ever heard the expression “all workplaces are different; all workplaces are the same?”

 It’s true. No matter where you work, or who you work with, there will always be certain challenges to deal with. And some are more common than others.  

Knowing how to deal with challenges quickly and effectively is the best way to get your team back on track. With the right strategies, you can prevent these issues from escalating any further and restore balance to the work environment.

Here are five of the most common workplace challenges that we’ve discussed on the Go1 blog and what steps you can take to deal with them. 

At some point, all managers will be faced with an employee who is difficult to deal with, has trouble working with colleagues, or continually fails to hit their KPIs and deliver.

When addressing an issue with an employee, it can be helpful for managers to know the difference between performance and behaviour. Why is it so important to distinguish between the two? Because differentiating between the two will affect the way in which you manage the situation.

If it is a skills issue, and therefore performance, then you’ll need to think about providing further training to your employee. You might also consider a mentoring or coaching solution. There may be limitations with inadequate tools, or software, or other problems with the workplace environment – these can then be reviewed and appropriately addressed. 

Similarly, if an employee is struggling to meet deadlines because of limited time, restructuring of work tasks could be a solution. In all of these scenarios, you can see that it is not the behaviour or attitude of the employee that is the problem.

In terms of misconduct, or behavioural issues, this can be harder to address and fix. Ensure that you have a current position description that clearly outlines the duties of the position and the performance and behavioural expectations of the job. 

It’s important to have this serious discussion with the employee about their behaviour, so you can then identify a way to resolve it and come up with strategies to improve the situation. 

This might feel difficult, but leadership comes with a price – and a significant part of that price is the responsibility to give feedback, coach and address the performance of any team member that does not measure up to expectations. Doing this with your employees is also an opportunity for them to grow and learn.

Employee absenteeism can be a tricky one. 

While it’s inevitable that staff will need to take time off from work every now and then, it’s important that employers and managers stay on top of absenteeism.

Certainly, absence from work due to sickness, injury, mental health, or caretaker duties should always be dealt with in a fair and compassionate way. However, unfortunately, some employee absences are based on less legitimate reasons – and this is where things can become more challenging for employers and managers.

All of the above reasons are considered to be authorised absences, due to legitimate reasons. On the other hand, we have unauthorised absences: calling in sick to attend a job interview, work on their CV, hang out with friends, go to the beach, sleep off a hangover… you get the idea.

To make things more complicated, an employee might be staying away from work due to bullying, harassment, burnout, stress or any other work-related reason. Or avoiding going into work because of heavy workloads, stressful meetings, or disengagement from their job.

If this is the case, employers and managers need to know, to get to the bottom of the issue and address it. You don’t want employees using their sick leave for these reasons, and you don’t want the kind of organisational culture where people are feeling too stressed, disengaged or under-valued to come to work.

An absenteeism policy will help to make things clearer when it comes to how absences are monitored, recorded and managed across the company. Your policy will help to inform employees of the exact process they should follow for any absence, including who, how and when to notify their employer

The policy will also include information on the difference between authorised and unauthorised absence, making it clear that unauthorised absence is a disciplinary matter that may result in action. When employees know that all absences are being monitored, reviewed and documented, the number of unauthorised absences is likely to decline.

Addressing bullying and harassment in the workplace

Many of today’s organisations pride themselves on being committed to diversity, equality and inclusion. However, unfortunately, bullying and harassment is still a serious workplace issue. And an issue that absolutely must be addressed by employers. 

When bullying becomes a problem in the workplace, it doesn’t just affect the person or people being harassed and targeted. It can very quickly become a problem for the whole company, with poor performance rates, reduced productivity, and low morale across the organisation.

Let staff know that the organisation’s goal is to provide all employees with a dignified and respectful workplace and that any form of bullying, harassment or discrimination will not be tolerated. 

Develop and implement a strong bullying and harassment policy, to show your commitment to providing a safe and productive environment for your employees, while promoting a positive work culture for all. This policy will also ensure your organisation is compliant in this area.

For staff, your anti-bullying policy will help them to accurately recognise and define unacceptable behaviour in the workplace while guiding them to the appropriate resources and contacts for assistance. As an employer or manager, keep your door open. Keep your own mental attitude positive. Continually remind employees about HR policies you have in place around code of conduct, harassment and discrimination.

You can also use online training courses to make sure all employees are well-informed of the organisation’s stance and policies on bullying and know exactly where to go for information and who to contact in the event of bullying or harassment.

A certain amount of tension in the workplace can be considered normal. It can even lead to the generation of new ideas or ways of doing things. 

However, things become much more serious if a workplace disagreement or discussion turns into an ongoing conflict between two or more staff. Like any conflict, if allowed to fester, it will soon turn the workplace into a toxic environment.

If left unchecked, inter-office politics can result in bullying, harassment, and a negative work culture. It can also lead to poor team performance, low productivity, absenteeism, and high staff turnover – all of which will affect your company’s reputation and bottom line.

When there’s a conflict going on in the workplace, whether it’s the office, sales floor, call centre or job site, it’s vital that managers keep calm and lead by example.

If a discussion turns heated and offensive in the workplace, managers need to take quick action to put an end to the conversation.

Taking action and confronting issues head-on is part of good leadership. Ingrid Fredeen, a specialist in ethics and legal compliance training, recommends taking the following steps to address the behaviour professionally:

Avoid attacking the employees personally or taking sides

Focus on behaviour rather than opinion, instead of pointing out offensive or inappropriate conduct

Be clear that employees (who work for private employers) do not have an absolute right to express personal opinions at work

Help the employee understand the consequences for repeat conduct

The more that you practice taking action on conflict resolution, the easier it will be over time.

Last but not least: let’s talk about how to keep staff motivated and engaged in the workplace. 

Have you noticed certain employees taking longer lunches, skipping meetings, or checking out mentally from their work tasks?

This can and will happen from time to time when staff become disengaged from their job. Rather than getting frustrated with your employees, it’s best to have some strategies in place to help keep team members focused and on track. 

Here are three things you can do to keep energy and motivation levels high across your team. 

Work with each staff member to establish a goal that you want them to achieve. This could be hitting a sales target or deadline, landing a particular client or gig, securing a set number of new customers… anything that will help to motivate and boost their performance.

Positive feedback and recognition is an important part of increasing employee motivation and engagement. People are much happier, and work harder, when they feel valued and know that you’ve been paying attention to their efforts. 

Provide training and development opportunities

Sometimes a lack of training can be what’s causing staff to feel disengaged and unmotivated. An employee may feel that they haven’t received the right training to perform at their best level, or that the company isn’t interested in supporting their professional development. Spending some time learning new skills can have staff coming out of training feeling re-energised and ready to put their new knowledge to good use. 

As you can see, employee training comes up time and time again as one of the best ways to overcome challenges in the workplace. Whether you’re dealing with poor employee performance, lack of motivation, team conflict, or workplace bullying, effective training can really help mitigate these issues. 

Investing in employee training will help to make sure your business continues to hit targets and reach organisational goals, driven by employees who feel supported and encouraged in their professional development and career. 

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.

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Here are five of the most common workplace challenges that we’ve discussed on the Go1 blog and what steps you can take to deal with them.

Common workplace challenges and how to deal with them

In today’s fast-paced and competitive business environments, innovation is critical for success. 

So if you want your organisation to stay ahead of the competition and achieve growth, you need to foster a workplace culture of innovation. 

But how do you go about doing this? It’s easy to say “let’s be more innovative!” but what steps can employers take to make this happen?

In order to be truly innovative, employers need to create a working environment where staff are encouraged to generate and develop ideas. 

Team members who are able to come up with new concepts, or streamline old processes and solve old problems, will always be an asset to any company. And the ideas generated by these employees are what’s going to give your company a competitive edge. 

Here’s how to help encourage a culture of innovation, growth and new ideas in your workplace.  

More and more companies are setting up physical spaces to encourage greater creativity and innovation in the workplace. 

Intel, for example, has built an innovation Open Lab to facilitate and enhance open research and innovation opportunities for the company.

Martin Curley, director of Intel Labs Europe, describes the kitchen in the innovation lab as having whiteboards from top to bottom, all over the room, “so people can improvise and create prototypes in real time.” 

“There is a certain ambience in the room which lets people know they have permission and license to innovate,” he says.

Vodafone has also moved away from traditional office layouts and meeting rooms, focusing more on the creation of central areas where people can relax, have coffee and brainstorm. 

According to Rachel Mooney, Vodafone Ireland HR director, “different areas of the business were working in silos [which] tended to hold back new ideas and creativity.” 

The new working environment led to greater communication and innovation, by creating opportunities for conversation between everyone – not only across different departments but most importantly at different levels. 

In addition to giving people the right working environment and space to flourish, it’s also important to make sure employees have time to be innovative. 

Many workers are flat out getting through the everyday tasks and functions of their job. Especially if they’re running between back-to-back meetings. There often isn’t much time to come up with new strategies and ideas – strategies and ideas that could have the potential to really grow the business. 

In order to combat this, Google has created a “20%” program that gives its developers permission to spend 20% of their work hours on a creative project of their own. 

More workplaces are thinking like this, taking steps to ensure staff are given the time they need to come up with the big ideas.  

Don’t just listen to new ideas – use them

So you’ve taken steps to help your employees become more innovative and creative. 

But there’s no point encouraging employees to brainstorm and generate new ideas if they’re never going to be taken on board. 

When someone comes up with a great idea, use it! Listen to the fresh ideas your team members come up with – then implement them. 

Journalist Pamela Newenham, writing for The Irish Times, believes, “ideas have to be implemented or they’re not worth anything. To truly innovate, companies need to ensure a culture that supports new ideas and new ways of doing business efforts, but also execute those ideas.” 

This might sound a bit odd at first, but a huge part of innovation is about taking risks. 

That’s why it’s important to let employees know that failure is okay. After all, not every new idea is going to be a big hit or huge success. But how will you know, if you don’t try? 

If employees are too scared to speak up about a new idea, or worried about losing their jobs if it fails, things will just stay the same. Without innovation, there is no growth. 

As Laura DeCarlo, business success coach at Career Directors International, says:

“To learn to fly we have to test our wings… In the workplace, you either let them try to express their creativity or you will kill their drive and desire to contribute.” 

John McSweeney, head of innovation at EBS, has similar words on this topic:

“People shouldn’t be afraid to challenge the status quo. In an atmosphere of fear you will never get innovation.”

Within your company, let people feel safe to speak up about their ideas and concepts. Treat people’s new ideas gently and with respect. Some of these ideas will be responsible for taking your business to the next level.

Supporting growth and new ideas in the workplace

The content spotlight this week is on Leadership HQ's Leadership Attitude Toolkit Course.

“Leadership is something that affects each of us, every single day. And great leadership can transform an individual, a team and an organisation like nothing else can.” Sonia McDonald.  Sonia McDonald. (McDonald is the expert behind the Leadership Attitude Toolkit). 

The Leadership Attitude Toolkit is the course you need to start your employees on their leadership journey. Designed for individuals who may not currently be leaders in their workplace, the detailed toolkit helps them transition into a leadership position. It does this by teaching essential tangible and non-tangible skills to help them adapt to the new role and succeed.  

Within the one course, a learner is taken through a full leadership training circuit. Discussion of frameworks begin the course providing the right amount of theoretical foundations for learners, so they can understand the different types of leaders and the critical difference between leaders and managers. However the emphasis of the course lies with the content that discusses people leadership. Leaders need the right communication styles to get results from their teams. This course helps provides skills on how to mentor, coach and deal with disruption.  

It is a thorough course, which speaks to its name as being a toolkit for your staff to go to, throughout their journey of leadership.   

The course has four modules built out with a variety of chapters containing different learning resources called chapters. 

In total these topics include a series of videos, PDF resources, bonus content and each chapter concludes with a quiz. 

Add Leadership Attitude Toolkit to your learning program today!

Leadership HQ is one of Go1's single course providers. The Leadership Toolkit was developed by world-renowned executive leadership coach Sonia McDonald and her team at LeadershipHQ to work with her exclusive clients. Go1 was very excited to be able to make this highly sought-after course available to you, on our platform and included in the cost of your subscription. 

*Leadership HQ content is available to all Global Go1 Premium content subscribers. 

Want more details about Leadership courses?

If you only want to add one leadership course to your training program, this is the one!

Course of the week: Leadership Attitude Toolkit

Totara Content Marketplace: Your gateway the world’s best content providers

Learn more about how you can access a single, comprehensive training solution via your Totara Learn instance, with Go1 content.  

Go1 's content marketplace, spans content from areas of compliance, professional development through to general training. With this extensive library of e-learning content available directly from your Totara platform, you can easily and conveniently create courses that address your workforce needs.  

Join Hanan Wagie Go1's Partnership Specialist in February, as she takes you through the highlights of the Go1 content Marketplace and content providers. 

How Go1 brings together training from the best providers globally into one place, let Hanan showcase the different content and content providers to you and the value a subscription to the Totara Content Marketplace could bring to your organisation and learners. 

How easy it is to enable the Go1 marketplace via your Totara Learn instance. It takes only three steps to set-up the Go1 content library and begin customising your own organisations library.

Learn how to redeem your 2019 free subscription to the ‘Top 10 Popular Premium Courses".

Learn about the Totara Content Marketplace

Register for the Totara Content Marketplace webinar

Ask any office worker what’s most frustrating about their job and it’s highly likely they’ll mention meetings in some form or other. 

Too many meetings. Long, pointless meetings. Meetings that ended up being a complete waste of time. And the biggest one: meetings that could’ve been done over email!

If you’re feeling frustrated by the number of meetings you’re attending, you’re not alone.

Many employees know the challenges that arise from trying to juggle too many meetings – especially when those meetings often feel pointless, disorganised or counterproductive. 

You know the feeling: you’ve just got into the perfect work zone, feeling 100% inspired and focused, when your alarm goes off to advise of a meeting. By the time you get back to your desk and regain concentration, it’s only to have it broken by yet another meeting. 

When your calendar is constantly booked out with back-to-back meetings, it becomes very hard to find the time to carry out all those tasks discussed at meetings!

Obviously, many meetings can be great: productive, innovative, motivating and good for team morale. But we’re talking about the other kind of meeting: those that could’ve been done over email. Or not at all. 

Here are some things to consider when you’re being confronted by too many meeting invites. Or are not quite sure whether to set up a meeting, or stick to email. 

First, you need to ask yourself: do I really need to accept that meeting?

Most workers are just in the habit of accepting a meeting invitation the minute it pops up in their inbox. The thing is, you don’t need to accept every meeting invite that comes your way. 

In his TED talk, speaker David Grady discusses the “epidemic of bad, inefficient, overcrowded meetings [that] is plaguing the world’s businesses and making workers miserable.”

According to Grady, Mindless Accept Syndrome occurs when employees automatically accept meeting invitations – without agendas, without clarity of purpose, without knowing why they have been selected to attend and not knowing what they are expected to contribute nor to achieve.

You can learn to change this behaviour, by proactively questioning and considering each meeting invite that comes your way.

Before clicking that accept button, ask yourself:

Do I really know what it’s about? Can I add value by attending this meeting? Could this be taken care of over email or with a quick phone call? 

Of course, these kinds of questions also apply if you’re the person setting up the meeting.

If you’re not sure whether a meeting is necessary, think about these factors:

Do you need definitive answers or data from someone? If so, it’s better to ask the person to put them down in an email. This also allows them to think over and process your questions carefully, before giving their response. 

Do you need feedback on your document/project plan/strategy? This can definitely be done over email or one-on-one. Being in meetings where everybody is silently reading over something is not a good use of time for anyone. With an email, each person can review the papers properly then offer their feedback. 

Has anything progressed since the last meeting? If nothing has moved forward and there are is no action to take, you may as well stick to an email. This way, you can spend that time at your desk instead, working on getting things moving. 

Asking yourself these three questions will help you establish whether a meeting is actually necessary or if it could’ve been done over email. 

When something can’t be done over email or phone, make sure you’re making every single meeting as productive as possible – especially if you’re leading it. 

Unfortunately, while meetings are supposed to help improve your team’s business operations, productivity and collaboration, they can actually do the opposite.

That’s why it’s so important to make every single meeting as productive, engaging and efficient as possible. 

Meetings without structure are in danger of going on forever, and often employees will leave wondering why they were even present.

Follow these guidelines for better meetings:

Set an agenda – a simple meeting agenda, distributed in advance, is perhaps the most important tool in ensuring a successful productive meeting

Establish ground rules – stop people displaying disruptive behaviours in meetings, get the group to agree on ground rules about how your meetings will be run

Give roles and responsibilities – ensure that everyone involved is crystal clear on their roles and the associated responsibilities of those roles

Complete action and follow-up – agree on tasks (action items) that should be carried out, with clear deliverables and due dates for individuals

By changing the way meetings are designed, led and experienced, you’ll be enhancing your team’s productivity and engagement, while cutting down on pointless, frustrating meeting time. In the process, you might even make workplace meetings fun, and something that staff can look forward to!

How to avoid having that meeting that could've been done over email

Welcome to our first episode of The eLearning Assist Podcast for 2019!

In this episode, Go1’s VP of Marketing Scott Cooper talks to Louise Nott about all things onboarding. 

Louise is a member of the Employee Experience team at Amicus, who recently won a ‘Best Training Project’ award from LearnX for their awesome onboarding program. 

Amicus recently partnered with Go1 to improve the way employee onboarding and training is delivered across the organisation, so we’re thrilled to hear they’ve been recognised for the success of their onboarding program.

At Go1, we believe a successful onboarding program is key to employees feeling engaged, motivated and supported in the workplace – right from the get go. It helps to establish a solid working relationship between employers and their staff, and facilitates clear communication channels, with new hires knowing exactly where and who to turn to for help. It also sends the message that this is a company that cares about employee development.

As Louise says: “You want your team members to be able to get set up as soon as possible. You want them to be able to join the business and hit the ground running from day one.”

Throughout the podcast, Louise shares her tips on how to develop and roll out a good onboarding program, as well as providing some must-do items that will impact your learners from day one on the job. 

So how did the Amicus team create an award-winning onboarding program for their employees? Tune in and find out! 

In this episode, GO1’s VP of Marketing Scott Cooper talks to Louise Nott about all things onboarding. 

Louise is a member of the Employee Experience team at Amicus, who recently won a ‘Best Training Project’ award from LearnX for their awesome onboarding program.

The eLearning Assist Podcast: Tips from Amicus on Creating an Award-Winning Onboarding Program by GO1

You can also hear more about the company’s experience with Go1 here, with Louise and Scott talking more about the implementation process and how incorporating Go1 into Amicus’ onboarding program has impacted the employee learning experience. 

Don’t forget – the Go1 eLearning Assist podcast is available through iTunes, making it even easier for you to keep up-to-date with our episodes.

What’s the Go1 eLearning Assist all About?

Go1 eLearning Assist is a monthly podcast covering trending industry information. 

With each episode of the podcast you’ll hear from a different member of the Go1 team or industry expert, sharing their knowledge and expertise. Through the sessions, we’ll cover all aspects of learning and development from:

With our iTunes podcast you can simply tune in and catch up at a time that suits you.

Subscribing to Go1 eLearning Assist is easy. Simply go to the iTunes store on your device and enter ‘Go1’ in the search toolbar. When you see this image, you’ll know you’re onto the right one!

Press 'Play' to start listening. And don’t forget to click the ‘Subscribe’ button, to stay up-to-date with new podcasts as they're released.

If you have any questions about any of the items covered in the podcast please let us know as we’d love to help you out!

Also, feel free to contact us if there are any topics that you would like to see covered in future episodes. That way, we can make sure we’re talking about things that are important to our listeners!

Our eLearning Assist podcast will feature regular interviews with industry experts. If you think you'd be a good fit to be a guest, get in touch!

The eLearning Assist Podcast: Tips from Amicus on Creating an Award-Winning Onboarding Program

The content spotlight this week is on BizLibrary's Leadership Fundamentals Courses.

Traditionally, leadership training focused on telling you "how to be a leader". Often this type of leadership training is too inflexible and not very effective. This has led to the general stigma that leadership training is too complex to teach.  

The reality, as explained in this seven-part Leadership series, is that the type of leadership that will work best will differ in every situation - and it requires knowledge and flexibility for a leader to be able to identify the type of skills they should be using. This course was selected by Go1 as it helps learners to recognise the demands placed on them as leaders in different situations,  better preparing them for the leadership challenges ahead. In each lesson, learn why no single leadership style is perfectly suited to all situations. The series also covers the history of leadership, and also helps learners understand how leadership styles have evolved. 

This course includes seven video lessons with a final quiz at the end of the course. 

Add Leadership Fundamentals to your learning program today!

BizLibrary is one of the larger eLearning content providers Go1 has in Premium. BizLibrary content is all video-based content and covers a variety of essential topics for organisations. Tthey are known particularly for their Sales and Services Libraries and Business Skills Library. Find over 3000+ BizLibrary courses in your Premium subscription. 

*BizLibrary content is available to all Go1 Premium content subscribers (except users in the United States)

Course of the week: Leadership Fundamentals

You’ve heard of flipping cars and houses but learning? While this method is all the rage, is it the way of the future long-term?	

Pioneered by Jon Bergmann, flipped learning involves students working with introductory material at home before attending class. Although the exact type of material varies, this typically consists of an instructional video prepared by the teacher. In other words, instead of sitting before an instructor giving a lecture, students hear the same information in the privacy and comfort of home.

Once everyone comes together in a classroom setting, they work on different tasks, including debate, inquiry, and projects. Students even complete assignments in class as opposed to having homework. The philosophy of flipped learning is to shift the time during which students work, making it more efficient and effective.

Back in 2007, Bergmann and a colleague, Aaron Sams, discovered other educators had similar ideas. Working off those, the two pioneered a model, followed by travelling around the world to help flip different organizations and schools.

Although there are several differences between flipped and traditional learning, at the forefront is that students listen to lectures at home. With the preparation work complete, this allows them to come together in a classroom setting to actively work on everything that learning entails. As you can imagine, not only does this change the way students learn but also the role the teacher plays.

More as a facilitator of knowledge, a successfully flipped classroom encourages students to take accountability and ownership of the learning process. With more effective interaction, people absorb information better while at the same time, they learn to depend on others when it comes to solving problems.

Flipped learning may have originated in India, but it has quickly become a vital solution for schools and organizations alike. Educators on all levels recognize the need to teach differently than before. This methodology works by building strong connections, utilizing advanced technology, and making schools and businesses more successful. In response to people asking if flipped learning will stick around, the answer is a resounding yes.

How does flipped learning change results?

As with any new approach, testing plays a vital role in determining success or failure. With flipped learning, experts discovered that several positive things happen. For instance, students absorb and retain the curriculum, which gives them a much better understanding of the subject matter. Whether flipped learning covers science or project management, the knowledge gained empowers people to perform at an optimum level.

Although flipped learning initially focused more on standard education, from elementary school through college, it has now become a powerful tool for businesses of all sizes and industries. With no topic limitations, you can implement a program within your company and reap the rewards. As quoted by Jon Bergmann, “Flipping your class will not make teaching easier, but it will make it better.”

Remember, flipped learning is a time-tested method backed by tons of research. Educational institutions and businesses around the world find this helps students and employees engage differently. Regardless of the department or the specific role, you can bring this method of learning into your organization and watch your staff transform.

Because flipped learning is a relatively new methodology that relies on advanced technology, you may find that some of your longer-employed managers struggle to adapt. If this happens, it’s essential that you bring your entire leadership together, including your HR Manager, L&D Manager, Risk Manager, and others. You want to explain what this type of learning is and how it benefits them, their staff, and the company as a whole.

Also, make sure your leaders participate in developing the right program for your company. They should have direct involvement in preparing the video lectures, selecting online courses, and putting together assignments. Remember, a team of managers working together will encourage and inspire your employees to follow suit.

The fact is methods of learning carried over from 100 years ago no longer work. Today’s business world is fiercely competitive, and because of that, you need employees who can quickly yet efficiently analyze situations and take the appropriate action. For your company to stay ahead, it’s imperative to provide your support staff with modernized practices of learning.

Along with that, flipped learning brings different departments and employees together, ultimately bridging gaps that make your company stronger. With interactions in a classroom type setting, people communicate, share ideas, form opinions, and solve problems as one cohesive group. Before long, you have a sound structure with everyone working toward the same goal.

According to the 2015 NMC Horizon Report, flipped learning now takes center stage at many of the top universities and corporations. Following are a few of the statistics associated with this report, as well as others.

Only seven years after Bergmann and Sams coined the term “flipped learning,” as much as 96 percent of educators recognize it.

As of today, 96 percent of educators who flipped the learning process in the classroom would recommend it to others.

Among the estimated 4 percent of educators who have not yet flipped the classroom, 89 percent say they want to.

Since flipping the classroom, nine out of 10 teachers noticed a remarked improvement in student engagement.

As for students’ grades, 71 percent of teachers who turned to flipped learning saw noted improvement.

Considering that experts predict by 2019, videos will account for as much as 79 percent of all online traffic, now is the perfect time to make changes within your organization.

Specific to your business, the following examples are just a few of the online courses you could implement in the flipped learning program.

Setting Goals – Because flipped learning is a collaborative effort, make sure you include curriculum on setting and achieving personal and business goals.

Problem Solving – As with goal-setting, this methodology focuses a lot on solving problems as a team.

Analysis – As mentioned earlier, with flipped learning, your entire organization learns how to identify a potential problem, analyze it, and then develop a viable strategy to prevent or correct the issue.

Technology – As a technologically based program, this is the perfect time to address areas that need improvement, including working with various Microsoft applications

Flipped learning also allows your leadership team to teach at a pace based on how each employee learns. If necessary, the educator can dedicate more personalized time to one or several individuals to ensure they fully understand the topic. Keep in mind that you can create a “classroom” of any size you want.

You can develop a flipped learning program for a specific department. For example, you can have your HR Manager prepare a lecture for anyone responsible for maintaining compliance. As part of that, the instructor could cover a broad range of topics. Ultimately, those individuals gain a better perspective of their roles and the importance of keeping the company in line with current laws and regulations.

On the other hand, if you have a handful of workers struggling in a specific area, you could use flipped learning to address that as well. Perhaps you have certain employees who need to learn or improve on a skill so that they can perform their jobs more efficiently. The other option, depending on the size of your business, is to create a setting in which everyone comes together to focus on one or more topics.

Regardless of how you decide to set up your flipped learning program, employees receive one-on-one attention, making interactive time between your managers and workers personalized. With that, your staff feels appreciated and valued, which in turn, helps boost morale and increase productivity.

The bottom line is you can take a more generalized approach to flipped learning or tailor instructions according to the department, employee, or task. Because this methodology is cognitive-based, meaning it uses both graphics and words as part of the educational process, you’ll find your employees have greater interest and involvement. Overall, using visuals and text is what builds connections in the brain, thereby supporting both creative thinking and problem-solving.

Something else to consider is that employees can wander off even when listening to the most interesting lecture. Because this part of the flipped learning process takes place at home, your staff can take breaks as needed or watch different parts repeatedly. When they show up for classroom instruction, they can come prepared with questions that receive personal attention.

Rather than replace the value added by your management team, flipped learning enhances their ability to reach employees on a more personal level that yields excellent results. This way, you can turn a struggling employee into a powerhouse worker. Instead of giving up on someone having a hard time performing at the necessary level, you can reduce turnover by changing the way you teach within the organization.

Often, people have incredible ideas but no forum to present them. You might have a goldmine without even knowing it. Use this learning methodology to bring out the best in your current staff and to help you hire the right workers from the start. Ultimately, flipped learning is beneficial to your staff and leadership team.