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!

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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)

Want more details about Leadership courses?

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.

Bergmann once said, “It’s the pivot point. Once the teacher gets out of the front of the room, deeper learning strategies happen, strategies that have been around for a long time but don’t get used very often because the teachers are stuck in front of the room.”

Flipped learning is a methodology in which educators rely on technology to shift traditional classroom activities. Simply put, this method reverses the role that lectures and homework play in the overall education process. By watching a series of short videos prepared by the teacher or instructor, students and employees arrive fully charged and ready to learn.

Redefining your teaching program takes a little time and effort, but with determination and knowledge, you can accomplish amazing things. You can use the “classroom” time to facilitate discussions, identify compliance issues, develop mock solutions, and analyze the main source material.

As an example, if your business is part of the financial industry, you can use flipped learning to implement peer instruction on various processes. If you have a marketing company, this same method is perfect for helping your staff work on research, trends, competitors, and more. For a company in the medical sector, this methodology is the ideal platform for project-based learning. The possibilities are endless.

Bergmann goes on to say, “The hallmark of good teaching is still about relationships with students,” or in your case, employees. Just like some people struggle to learn about math, English, and science in school, you can bet there are employees facing the same dilemma relating to business issues.

Thanks to the diversity and scalability of flipped learning, you can arm your entire organization with the knowledge needed to succeed. You’ll notice instead of workers merely “doing their jobs,” they take pride in every task and excel at what they do.

You can even use flipped learning for internal analysis purposes. For instance, if you want to roll out a new product but have engineers with differing opinions, divide the group so that one watches videos and reads materials about the pros and cons of one product while the other groups focus on a second product. As stated, that opens discussion and allows both groups to identify the best product for your customer base. 

You also need to make sure your employees have ongoing access to technology. As a technology-based form of learning, it’s critical that you provide your staff with the best computers, programs, and applications possible. You might even consider handing out tablets to use at home and at work. The more tools you provide, the higher the level of creativity you’ll see.

Although your staff would watch lectures at home, you can still use additional videos in the classroom setting. For this, make sure you rely on the right programs and high-tech equipment. As this learning method increases in popularity, there are now multiple options available. Two prime examples include Moovly and Camtasia.

Moovly is an excellent visual tool used for creating video content of high quality. Camtasia, a screen recording software works exceptionally well when focusing on IT and other tech-based topics. Regardless of the tool that you select, adding videos to the learning process will help your employees collaborate on assignments. As a result, discussions begin, which lead to analysis and problem-solving.

For your flipped learning program, you’ll discover the most advanced and professionally developed material on a trusted Learning Management System platform. At Go1, we have a fantastic library of information in video, podcast, and article formats. Visit our website or contact a company representative to assist when you’re ready to redefine your teaching methods at work.

By nature, humans are visual creatures, meaning they learn more by seeing than by reading. What flipped learning does is transmit educational content through the use of visuals, which in turn, help your employees remember. Although more conventional e-learning opportunities still add tremendous value, this innovative method takes the creativity of video used in education to an entirely new level.

In 2019 some big changes are coming to the Go1 platform. 

Look forward to an advanced course builder including new Go1 Events functionalities:

Access a sleek split screen course editor. This means less clicks for you to create modules and content, and more intuitive to use when you are editing courses. 

Quickly re-use your own standalone learning resources across courses (for example PDF documents).

You will also be able to include Premium interactive files (if you are a subscriber), within your courses, to compliment your business content. 

Embed events within your course, and add specific pre-learning and post-learning. 

Experience streamlined event development; so you create the location once and our system remembers it.

Create single events that occur at different locations and/or different dates. 

We now better support variations in training types, with the option to elect the event as being online. 

Tried these new features? Let us know your thoughts ....

Highlights from the new course builder release

Select to + Add Learning, and select the resource type you want to add from the drop-down list (eg Document). Enter a title and select Create. 

Edit the resource via the split screen. The resource edit format is similar to the old version, just add a description, banner image and upload your content. 

-Select + Add Learning, and select the resource type you want to re-use. 

The re-use feature only applies to documents, text, Links, Uploaded Scorms and Video's (you have created outside the context of a course).  

Start typing the resource title, and the search will offer to create a new resource, or if there is an existing resource with the same name it will suggest you use that.

If you update the resource or its sharing settings within your course, it will update this instance of the learning resource inside this course and all other instances where the resources exists. 

The format of the course overview page has been updated for every course in Go1.  

Now you will easily be able to view all the content (including all resources and descriptions) that sits inside a course, separated via modules.  

Content completed will be marked by a green completion circle. 

Courses will no longer have a banner image. 

Where you would have previously added meta-data such as duration, tags and authors from the course overview settings tab - now you can do this within the course edit mode under the details tabs. 

Sharing to the marketplace: read how to do that here. 

Now it's easier than ever to find, book, deliver and track face to face, blended, and online events through Go1! 

Add an event by selecting + Add Learning and enter your event name. 

Create your location (or re-use a location you have already created!)  

The event timezone will be the same as the portal locale, but will update based on the event location, with country and state used to detect timezone automatically.

This means you can duplicate a single event across different date sand/or location, giving your user the option to choose the event that suits them. This is useful for businesses with staff who are in different timezones and locations. 

Add an Attendee limit if you wish. If you apply a limit to an event date, once that limit is reached, no further users will be able to enrol, or be enrolled, into that Date.

NEW: A field when creating an event, allowing you to specify it is online.  The tip is to create the location first and select online and save, then add your event URL.  

The format is still familiar, but now it is easier to search through Explore via the: All, Courses, Events, Learning Resources and Awards tabs. 

The Course tab will be now show all courses available on the portal, based on the settings of content portal selection and if marketplace is enabled. 

The Events tabs, shows all events available in the portal. Users can find an event using the location      and date filters. After selecting the event you will navigate through to the course and see it's overview and if there is additional learning that must be completed before booking into the event. 

To find past events, use the custom date filter. Click through to view the course and it's event(s), you can mark event attendees from here.  

Book straight from the overview page.  Select which date (and location) you would like to attend and view all dates by clicking through from the event title and Book Now. 

For paid events, you will spot a refreshed payment flow. We still support manual payment. 

Upon enrolling into the course, users and Admins will receive a notification, with calendar attachment. 

You can view a more detailed explanation of the booking flow and notifications in our help docs here.

If you specify the content must be completed in the order listed, users will not be able to book into an event until they have completed pre learning. Completion rules explained here. 

The Event Overview page, will show all events (with the ability to search) and access attendees tab. 

Select on the event name from the course overview page. 

Via Administer, Selecting the Event name from Events report 

Via course report of the specific event, select the Title of any record where the type is Event

Managing attendees (via Event Overview page attendees tab)

From here you can bulk update attendances (only for past events)

Send email/in-app notification to attendees (via bulk notification feature)

Important: Attendees page, shows attendees from all of Dates of an Event, be careful when you do a bulk updating as this will update all attendees from every date. It helps to search for an attendee and select the bulk action, it will then perform only on filtered attendees.

Read more detailed user guides, on the new releases here. 

One of the biggest challenges for many employees in the workplace is not knowing if they’re doing a good job. 

If you’re working for a boss who doesn’t show much appreciation or recognition of your efforts, it can be hard to know for sure. 

Most workers don’t expect a constant stream of praise every day, but it’s important to receive some form of appreciation in the workplace. Particularly at milestone moments in your career. 

We know that employees value and need a certain level of workplace appreciation. But what’s the psychology behind workplace appreciation? Why do we respond so strongly to praise and recognition from our superiors?

Let’s look at why workplace appreciation is so important for employees and the potential impact this can have on your organisation. 

We know how we feel in those moments when someone gives us praise or public recognition for our work. There’s generally an immediate boost of happiness and other positive feelings. 

But what is actually going on in the brain? What’s happening at a deeper level?

Neuroscientist Alex Korb, PhD, explains exactly which areas of the brain are affected by the emotions of appreciation and gratitude. And what this mean for an individual. 

According to Dr Korb, feelings of gratitude create high levels of activity in the hypothalamus, which controls basic bodily functions such as eating, sleeping, metabolism and (very important) our stress levels. 

When we’re shown appreciation, it also directly activates the areas of the brain associated with dopamine – the ‘reward’ neurotransmitter. Dopamine make us feel good. And it’s also important for motivating us to take action. 

“Increases in dopamine make you more likely to do the thing you just did. It’s the brain saying, “Oh, do that again,” Dr Korb explains. 

When you put it all together, you can see how workplace appreciation can really have a huge impact on a person’s happiness and wellbeing, in both the immediate moment and more long term. 

In addition to increased happiness and wellbeing, feeling appreciated in the workplace is crucial for employee motivation and satisfaction. 

David Sturt, leader of the O.C. Tanner Institute, recently conducted studies involving nearly 3,500 employees, from startups to Fortune 100 companies, to explore the link between recognition in the workplace and employee engagement.

In his article for Harvard Business Review, Sturt explains how one simple action – recognising great work – can dramatically increase any manager’s success in gaining the support and engagement of their team. 

"Seven out of 10 employees who report they’ve received some form of appreciation from their supervisors say they’re happy with their jobs. Without that recognition, just 39% say they’re satisfied," he says.

That’s a huge difference in levels of job satisfaction for workers, based on just one factor: appreciation. 

The frequency of recognition also plays a role in employee engagement. 

“Among employees who were called out for great work in the past month, 80% feel fulfilled at work.” 

“That number declines sharply with time: 75% satisfied (recognized in the past 1-2 months); 71% (past 3-5 months); 69% (past 6-12 months); 51% (past 1-2 years); 42% (more than 2 years ago).” 

According to Sturt, it’s important to show appreciation and/or recognition right away, then consistently and regularly over time. The more frequently you show team members appreciation and recognition, the more engaged, motivated and productive they’ll be. 

With this, managers can also expect to form more positive working relationships with their staff. 

In Sturt’s studies, the results showed a strong correlation between loyalty and acknowledgment. In companies where employees reported strong employee recognition, 87% felt “a strong relationship” with their direct manager. 

In contrast, only 51% of employees working for companies with low recognition practices reported a strong employee-manager bond. 

Again, frequency of appreciation is an important factor. 

For those who say they receive some form of appreciation more than once a month, 82% describe a strong bond with their bosses. When that occurrence drops to less than once a month, only 63% feel those strong ties.

So if you really want to build your connection with your team, think about how you can let each person know their work is appreciated and valued – and keep that gratitude going on a regular basis. 

We know that receiving recognition and appreciation for our work makes us more happy, engaged and connected to our boss. 

But there’s something else that occurs in the work environment that’s really interesting. 

Showing appreciation in the workplace doesn’t just have a positive effect on the individual receiving praise – it can have a positive impact on staff in general. 

Sturt’s studies revealed that recognition had a powerful effect on those being recognised, as well as a significant impact on peers who witnessed their colleague being rewarded. 

“By publicly presenting some employees with a ‘years of service’ award, managers could increase all employees’ sense that the organization cared about them,” he explains. 

In this way, showing appreciation for your employees’ efforts will help to build a stronger, more positive work culture, right across the organisation. 

“Gratitude creates good feelings, cheerful memories, better self-esteem, feeling more relaxed and more optimistic. All of these emotions creates a pay it forward and “we’re in this together” mentality in the workplace.”

Wow. Something as simple as a sincere ‘thank you’ from time to time can certainly go a long way!

The psychology behind effective workplace appreciation

A good safety manual is crucial to keeping employees safe in the workplace. Writing a safety manual is a very important task, because the safety of many people is in your hands. A good safety manual should be easily readable, prioritize the important issues, be based on standards and regulations, and be well written and edited. Here are the five steps to writing a safety manual.

Write your manual with the regular reader in mind. That means keeping it simple and straightforward. The people most often reading your safety manual will be the employees who consult it during their workday. Yes, regulators and officials may occasionally read it to ensure it meets standards, but they will make up a small fraction of your manual’s readership. Your writing should be free of jargon. You will sometimes need to use technical terms to accurately describe a safety procedure, but don’t make things any more complicated than is absolutely necessary. Keep your writing clear and use short, basic sentences. Remember to explain any acronyms and symbols you reference. Introductory sections can be very helpful at providing a reference for meanings of symbols and acronyms. Write using the active voice, rather than passive, to improve clarity and understanding.  

Be sure to have the most critical safety concerns as your main focus. Be careful with the way you present your information. “Begin with introductory concepts before moving on to information that builds on those basics. Once you’ve covered the most important topics you can move on to related issues,” suggests Angela Cecil, writer at Assignment Help. Design your manual’s layout so that it is easy to read, a big part of that will be leaving lots of white space on the page. You can use a block of text to explain general information, but bullet points are better for information that can be easily broken down into point form. When going through step by step actions, a numbered list is a very good way of explaining things. Use headings and subheadings to break up your text into more manageable sections; this also works well for when a reader is looking to jump to a certain part.

Know the industry standards and regulations

It’s important that you reference the appropriate industry standards. The International Organization for Standards (ISO) is a good resource for when you’re beginning your manual. Make yourself aware of what the government standards are for writing a manual in your industry. Occupational Safety and Health (OSHA) is a good resource to learn what practices and procedures must be covered in your manual. It’s extremely important to consult with, and follow, these regulations. Failure to comply can open your organization up to legal consequences and lawsuits. 

When you’re writing a safety manual it’s extremely important to get it right. People’s lives and limbs are at stake. It’s crucial you educate yourself thoroughly using the proper sources. Consult some professionals if you’re not sure where to begin. Spend a good amount of time educating yourself on your topic, as well as all the relevant regulations. Take advantage of all the good resources out there that exist to help you. Identify every hazard that requires documentation. You may even find it necessary to produce a series, rather than a single manual. 

Tools will help your writing, editing, and proofreading

Be sure that everything in your manual is properly written, edited, and proofread. Don’t forget to check out some online resources for help with this task. Here are some good ones to get you started:

ViaWriting and SimpleGrad – Use these resources to ensure that everything you’ve written is grammatically correct. A grammar error is a great way to make yourself look like an amateur. 

Academized and UKWritings – Use these online proofreading tools, recommended by Academized review, to make sure you haven’t missed any typos. A manual with typos will not seem like a credible resource.

WritingPopulist and LetsGoandLearn – These writing blogs are a great resource and will provide you with tips from other writers. See what has worked for other people who have successfully written a safety manual. 

Australianhelp and Boomessays – Give these editing tools a try. They’ve been suggested by Essay Help Services and are guaranteed to produce writing that is perfectly edited. 

A safety manual should be a comprehensive guide to your workplace’s commitment to safety and cover the ways employees can reduce their risk of injury. Your safety manual needs to be based on expert opinions, as well as all government regulations and industry standards. A good manual should also be clearly written and cover every topic relevant to employee safety.

Grace Carter is a content proofreader at Top Canadian Writers and Student Writing Services websites. She helps with content management and reviews online submissions. 

The need to invest in learning and development is becoming very clear; it can improve employee capabilities and productivity, better-engage your talent and encourage higher staff retention rates. The question however we are often asked is, how do I actually build a learning culture that sticks with my users? Read on, to find out our tips on how to boost engagement with Go1 to make sure your learning program is positively impacting your bottom line.

A formal learning program involves outlining a clear learning objective (for example more knowledge or a new skill) which will be obtained by the training program.

Formal learning is often the primary type of training organisations focus on. The combination of the Go1 content and the course capabilities on the platform, make it easy to construct a learning program that works towards a clear goal. The platform also has the option for evaluation of learning via a quiz which you can track through the Administer reporting capabilities.  If you are managing a formal learning program and want to get users actively participating and completing their assigned learning, try incorporating diverse learning resources. Within a course, mix and match your corporate reading materials, with premium video content and conclude the learning with an assignment. The greater the variety, the more engaging the content will be.

On the topic of variety, with Go1 Premium you are in a unique position where you can access content from an extended list of different content providers. We encourage you to experiment with different providers, and make use of the different course formats, durations and learning items they all offer. This variety will better appeal to the different learning styles that your users will have.  If you are unsure what courses to include for different topic areas, each month on the Go1 blog, we investigate a different content area and highlight some interesting courses Go1 providers offer, check it out here.

Pro-tip: The platform makes it easy for you to assign due dates on courses, and enable notifications to remind users of upcoming due dates. This helps you learners stay on top of their workload and all of their upcoming learning is trackable from their dashboard. Don't forget, if you need to remind some of your learners who might be falling behind to complete their work, use the bulk notification feature to prompt them to log in!

Self-directed training is much more popular of late. Self-directed and informal training involves the learner choosing the activities and topics themselves. Formal training can also be self-directed, where your learner will select and carrie out their own learning goals.

Empower your staff to choose learning in areas that interests them. With direct access to over 6000 premium courses from their portal Explore, it is easy for your employees to take control of what informal training they undertake. Often your users are only logging in to do the formal training you've assigned them, without realising the value that a Go1 subscription can provide.  It's important as first step you collaborate with your staff to identify what interests or concerns them in a professional context such as learning how to use the Adobe Suite. Help identify and highlight Go1 courses that they could be completing, and let your staff self-direct their own learning in that topic area.  We've also made informal learning even easier with the personalised content recommendations, encourage your users to complete their profile in portal, so they can receive more targeted course suggestions.

If you are concerned about what content is accessible via Premium, and whether that content is in line with policy and company values.  You can filter down what your users can find and enroll in, via the Content Portal Selection tool, and therefore giving your staff only a subset of content to explore themselves.

Blend your online learning with face-to-face /online events 

Go1's new events functionality helps create more engaging and effective knowledge transfer. By including an online (webinar) or in person event as a part of your wider learning program, you can greatly improve the level of platform engagement. These events can be created for social learning opportunities (an example is: company lunch and learn) as much as they can also be training required for your company's formal compliance training - it's up to you!  You have the option to make your courses more comprehensive with pre-learning, better engaging your users with the relevant content before the physical event date. We find our customers with high portal engagement often have an emphasis on face-to-face events as a core part of their programs.

Become the champion of Go1 for all learning and development

Outside of undertaking a course, much more can be done to build engagement with corporate learning and professional development.

Often formal learning programs are implemented to be quite static, with the expectation staff, for example, complete a compliance course annually. Ad-hock consumption of learning or reminders to log-in doesn't support engagement.

It's important you look at integrating Go1 into your internal ways of working. This could mean:

Making Go1 learning something consistently reviewed during staff and management 1-1 meetings

Becoming the company champion and facilitating internal reminders and awards for completing learning (leaderboard style)

Put time aside to staff help discover what they could be learning, or what they need to up-skill in. Review what they complete.

Use Go1 Awards which are inspired by trends in gamification, as a tool to track ongoing learning. From the day they are on-boarded, encourage your staff to track hours spent on personal and professional development.

Make Go1 your organisation's single source of truth, when it comes to knowledge sharing.

Go1 has the features to track informal knowledge sharing and general corporate information via content uploads in courses, so we suggest making Go1 a learning and information repository for your staff. Allow it to be accessible by all (or certain) staff based on the parameters you set in a group/or sharing to the whole organisation, making the social learning process more accesible in your organisation.  We've found especially for regionally dispersed staff, having the ability to make a recording or notes available from an event or social learning activities like Lunch and Learns, makes your jobs easier.  It makes Go1 the single source of truth and one place for your staff to go to find out more information.

The ability for your learners to also upload external learning for their professional development awards,  further supports the concept within your organisation that Go1 is the only place users need to go to complete and manage their training.

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We are very excited to announce the launch of our newly designed website www.go1.com

Featuring a brand new look, more information on our products and services, and a fully responsive layout for all platforms – we hope you enjoy using the new website.