For any person or business to succeed in today’s society, there has to be a willingness to change. When looking at the combination of a tightening labor market and the ever-changing need for new and more advanced talent, it is easy to understand why gaps in skills are on the rise. For businesses to stay ahead of the fierce competition, fill critical positions, and maintain their most talented employees, they recognize that they are facing an uphill battle.

One way to overcome these challenges involves leaders taking advantage of opportunities for both employee achievement and growth. This is the point where eLearning comes into play. LinkedIn, a website dedicated to helping leaders in the workforce connect, conducted a study that revealed some fascinating results.

49 percent of workers prefer to learn when the need arises

58 percent of workers prefer opportunities to work at a pace that fits their schedule

68 percent of workers prefer to learn while at or as part of work

Business leaders have a vital role in designing and developing strategies that will shape the workplace, while at the same time, delivering extremely relevant content that supports the needs of today’s employees. What does that mean? Leaders need to understand the value of building trusted relationships with workers. The best way to accomplish that is by offering online training courses so they can help employees prepare for the constant changes within the work environment.

In other words, today’s leaders need to become talent developers. In addition to hiring highly skilled employees, companies need ways to enhance the capabilities of the leadership team, which in turn, advances workers in their respective roles. To work in the role of a talent developer, leaders need to focus on several specific areas, including the following.

Soft skill automation is growing at a fast pace. Because of that, talent developers need to make this their No. 1 focus. With online training, employees become more skilled at problem-solving, communication, adaptability, and leadership. Maintaining technical fluency accomplishes two goals: it empowers workers who then feel more motivated on the job, and it supports business growth.

Although talent developers spend more time on soft skill automation, that does not mean they should ignore hard skills. For this, it is essential for leaders to identify the hard skills most in demand for their company and industry, followed by selecting online training courses accordingly.

Online training makes a dramatic difference in how employees balance the challenges they currently face with exciting opportunities in the future. Unfortunately, some talent developers focus solely on skills required today as a way of preventing future skill gaps. However, it is just as important for them to identify industry trends that will affect the future. By combining the two, talent developers can devise a more effective strategy to prevent skill gaps in the workplace.

As the need for multi-generational and diverse employees increases, talent developers also need to provide employees with more eLearning opportunities. Remember the statistics provided by LinkedIn? Because a high number of workers want to work at a pace they feel comfortable with and learn when the need arises, utilizing online training courses proves to be a crucial part of the overall strategy.

According to the Association for Talent Development, of today’s companies, as much as 90 percent rely on online training courses. Because of that, eLearning has grown by leaps and bounds, making it possible for talent developers to offer what employees want and need.

Another interesting study found that if an employer offered online training, as many as 94 percent of the workers would stay loyal to the company for a long time. However, when you factor in the other statistic that 68 percent of workers prefer to learn while at or as part of work, it becomes evident that talent developers need to create programs and set time aside to allow that to happen.

Especially with multiple responsibilities at work and home, people have little time to attend school. Online training solves this problem. Not only does eLearning allow employees to become better in the jobs they currently do, but it prepares them for future opportunities within the company. For the employer, that equates to holding onto incredible skill instead of employees leaving for better jobs.

Turning your leadership team to qualified talent developers is one of the best decisions you can make for your employees and your business. Regardless of the size of your company or its industry, competition today is at an all-time high. That means if you want to hold onto talent and see growth, you have to have people onboard dedicated to making that happen.

Measuring the success of your talent and your employees’ response to and interaction with eLearning is a valuable tool. Just as you use analytics to determine both strong and weak areas of your company’s website, you need to do the same with online learning.

As part of this, you want to measure the retention of information provided through eLearning, as well as employee turnover. Using the data gathered, you can determine if the current program works or if it needs modifying. If the retention rate is down and turnover up, it might come down to choosing different courses and adjusting the schedule for employees to complete them.

You need to set several goals for the talent developers in your organization. They need to create and develop a strategic learning program, one that motivates employees and helps the business grow. They should use eLearning as a way of finding incredibly skilled new hires while at the same time, keeping the talent already employed. Talent developers should also identify industry trends, allowing them to get ahead of the curve instead of behind it.

The great thing about eLearning is that not only does it give you a stronger employee base that consists of individuals capable of meeting demand, but it is also an excellent tool for your talent developers. With an abundance of courses available, both company executives and lower level workers benefit. It all comes down to selecting the right courses.

Keep in mind that eLearning is not a one-time deal but a consistent offering to every level of your organization. For talent developers, ongoing training becomes even more critical. In addition to getting workers motivated and qualified, your top leadership team can use eLearning to keep themselves focused and result-driven.

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Why eLearning is transforming talent development

When establishing a training program for your company, you want to focus on a variety of topics. However, training for soft skills should be your No. 1 priority. Why? As explained in a recent report published by LinkedIn, automation has become significant in the workplace, regardless of company size or industry, and it continues to advance.

This same report showed that among hiring managers, an astounding 58 percent said that job candidates lacked the soft skills required. That statistic is a clear indicator that a lot of businesses lose productivity because employees do not have proper training. If you want to stay competitive, it is critical that you bring your entire staff up-to-speed on soft skills.

With ever-changing technology, your staff is in a constant learning mode to keep up. Unless you have skilled employees to handle the automation in your organization, they will fail at their jobs, which puts the business at risk. For your company’s talent development endeavor, it is essential to focus on soft skills training.

In today’s work environment, it is critical to maintain technical fluency across the board, meaning that all employees need to learn soft skills to one degree or another. As demand for automation continues to rise, it becomes even more vital for you to have a leadership team consisting of critical thinkers, excellent communicators, and people who can easily adapt.

Leadership – Training needs to start with your managers. By completing online training courses, they gain new skills, expand on existing talent, and lead by example. Because your employees follow what their managers require, it is essential that you have your leaders up-to-date on soft skills. Otherwise, there is no way for them to lead their team effectively. Without training, you would either have disgruntled employees who leave the company or stay but make a significant number of errors that negatively impact the customer’s experience.

Communication – Excellent communication skills are an essential part of any successful business. Even when it comes to automation, there has to be a clear path of communication between your managers and their staff. As part of this, your managers can relay information or make requests in a way that employees understand. As a result, the department runs seamlessly. Both your leaders and employees need to know that communication is not just about talking but also listening.

Collaboration – Any time you have a team of diverse employees, there are going to be some bumps along the way. In addition to fundamental online training courses on collaboration, you want your managers to suggest some that pertain to soft skills. The focus is to have everyone work together to achieve a common goal. With the right learning opportunities, teams work cohesively. Along with a creating a more pleasant work environment, collaboration gives employees a sense of pride when completing a project as a team.

Critical thinking – For a business with excellent growth potential, you need to have critical thinkers in position. Especially when it comes to technology, this becomes even more vital. While some people are naturally self-disciplined, self-monitored, and self-motivated, most are not. With the right online training courses, you can help your staff become critical thinkers who analyze, assess, and reconstruct to achieve optimum results.

Time management – A lack of time management skills is a huge detriment to any organization. Along with fast-advancing technology, customer demand in on the rise. Therefore, your staff needs the skills to work efficiently. As for the other things mentioned, you can find hundreds upon hundreds of online training courses developed specifically for people who need to improve on time management skills. You will see productivity improve, along with employee morale and customer satisfaction.

Role specific skills – For training courses, it is essential to select topics relevant to the business but also each employee’s role within the company. For example, a skilled computer programmer could complete a course like Objective C Programming while someone without much software knowledge could take a beginner’s course on how computer software works. With so many skill specific courses available, you can help all your employees improve and advance.

Our courses are also short, meaning that most are between 30 minutes and one hour. For manager and employee training, that makes it much easier for them to find time to devote to learning. Finally, all our courses have affordable prices. As such, you can develop an online training program for your company without compromising the budget. Regardless of your industry, stay viable by having both your managers and employees complete various soft skill courses.

Why training for soft skills should be your number one priority

The modern learner is at the heart of today’s digital transformation, with organisations racing to keep up with the pace of change, to leverage the mix of ever-changing technologies, data, and channels, and to provide learners with the support and resources they need to stay current.

With 80% of employees learning how to do their job simply by doing it, the focus is very much on the astute L&D professional to support learners in overcoming their everyday problems and challenges.

The smart L&D professional recognises that lengthy linear e-learning and time-hungry classroom training are not necessarily the best way to appeal to today’s busy learners, who are looking to solve problems at the point of need, whilst in the work flow.

When looking at the urgent, short term needs of the modern learner, L&D can be successful, by working with individuals and considering how they can directly impact the performance and productivity of a learner in the business. It’s important not to assume that the solution is always formal training, when short sharp work support and problem solving solutions such as microlearning could be the answer.

Additionally, when thinking about personal development, the modern learner’s motivation is often self-centred and driven by the need to keep themselves up-to-date with new knowledge and skills to remain marketable.

At MicroLearn, we’ve carefully considered how we can support L&D meet the short term problem solving and work support demands of the modern learner, as well as their longer term personal development aspirations. MicroLearn has developed a unique approach to our resource development with the creation of two resources which cater for just-in-time, day to day work support (Video Plus) and for the more reflective career development (Full Module).

What are you waiting for? Your modern learners are in a hurry!

Tracy Capaldi-Drewett is the Group Commercial Director at Microlearn. You can find MicroLearn courses in the Go1 Premium catalogue.

The modern learner is in a hurry: how L&D can help

Throughout September the Go1 Team have been working on a range of new features and improvements that will help to improve the learning experience of all of our customers and their learners.

Our Go1 Product webinars take place every month and cover everything you need to know about the latest feature available on the platform, including a Q&A session where you can ask any questions you might have around anything to do with Go1.

We understand that not everyone is always able to make it to our webinars, so we have recording available below so that you can catchup on all of the details, and share with your team.


Webinar: GO1 Platform September Updates

In our September webinar, we walk you through the following updates:


Content Selection: We show you how Admins can control the free, pay for use, subscribed and shared content that is visible on their portal.

Content Sharing: This is a new feature which will allow you to limit the availability of content you have authored. 

Content Reuse: We demonstrate how we have re-designed the look and feel of the course creation and editing process.

How admins can re-enrol users into a course

A demo of the new bulk action that allow you to send notifications from user reports

Webinar catchup: Go1 Platform September updates

In one study performed by a highly reliable source, researchers found that 56 percent of employees say they would gladly spend more time learning if their managers would recommend courses that would help improve their skills. This statistic alone confirms what you as a business owner already know; your management team plays a critical role in achieving overall success.

Your managers worked hard for their positions, and take immense pride in what they do. They should feel honored to motivate other employees to perform at a high level and advance their careers. An excellent way to achieve those goals is by offering their teams eLearning opportunities.

For whatever reason, some people need a little encouragement. One simple suggestion of taking online training courses is often all it takes to make a good employee great. With an entire team of qualified workers, it runs more efficiently. As a result, the business provides better customer support, which in turn, leads to greater success.

While there are different ways to improve employee engagement, eLearning is by far the best. Not only can your managers suggest a broad range of topics, but also outline the benefits of eLearning. In no time, you will see a larger number of workers eager to learn, and in response, become more engaged in the various positions they occupy.

In simple terms, qualified employees do not leave a bad company. Instead, they leave because of poor management skills. Because your managers and their employees have direct interactions on a daily basis, it is critical to have a leadership team in place that influences engagement in the workplace.

Unfortunately, many businesses overlook the value of a manager’s role in both employee training and development. Because your leaders have a much better understanding of the business, its philosophy, goals, requirements, and even employees, they should take a more proactive stand when it comes to training.

According to a study conducted by Gallup, only 15 percent of employees worldwide actively engage in their work position. That means that companies employ people who contribute very little to the business goals. Just imagine the disaster of having 100 employees but only 15 of them engaged? Regardless of the number of disengaged workers at your company, you can turn things around by having your management team take a bigger role in training.

Set an Example – Just as you want to encourage your managers to recommend online training courses for their employees, do the same for your leadership team. Make sure they have ample opportunity to learn new things and hone current skills so that they can become even better managers. What will happen is that once employees know they have the same opportunity, they will follow the manager’s lead.

Create a Learning Culture – Whether interviewing potential new hires or existing employees, create a learning culture within the workplace. Make it known that online training courses are available for anyone interested, regardless of position or time with the company. In addition to your managers making suggestions, you could post a series of courses on a bulletin board each month.

Make Learning Programs Enticing – Before your managers offer any online courses, they should first determine what their teams want and need. Your leaders have to have open communication with their employees, allowing them to find out what type of learning they should suggest. Of course, any upskilling opportunities need to fall in line with the kind of work an employee performs. For instance, a manager could recommend a course like Time Planning & Prioritizing for someone who struggles in those areas.

Explain Training Benefits – For some people, training is a waste of time. The reason they feel this way is because they have no idea of the benefits. Employees become disengaged or leave a company for one of two reasons. They either feel stuck in their position, or they do not see any option for advancement. Having your managers explain the benefits that come from finishing online training courses corrects both problems. Your managers need to remember the purpose of suggesting eLearning is to help employees advance.

Create On-the-Job Practice Opportunities – An excellent way to determine if an employee retained the information learned is by providing him or her with an on-the-job opportunity to put the newly gained knowledge to work. Not only that but performing the very thing an employee learned helps reinforce the message. For more challenging skills, it is essential for your management team to provide ongoing support and supervision until the employee confidentially and correctly completes the task or improves on behavior.

Set Realistic Goals – For eLearning to be successful, it is important to set performance goals. However, those goals must be realistic. If your managers expect their staff to complete 10 courses per month, workers become stressed, unfocused, and disinterested. Instead, your leaders should suggest several courses and then allow their workers to select the number they feel comfortable with and the ones they want to take. While there might be times when a manager mandates a specific course, for the most part, employees should complete them on a voluntary basis using the suggestions provided by their respective managers.

With a leadership team that recommends appropriate courses from us, you can expect to see increased productivity, less employee turnover, a higher rate of satisfied employees, and overall, more generated revenue.

How managers can increase employee engagement with learning

The Go1 Product Guide, is designed to help you learn some tips and tricks of the Learning Platform. In today's guide, you will discover everything you need to know about Awards, and learn whether they are the right learning solution for your organisation.


Awards vs Courses: Choosing the right learning option for your organisation

We know when our customers are creating content on the platform, they often overlook Awards in favour of courses. We have put together this guide to highlight when Awards might be the better solution for you. The course functionality is excellent if you want to create structured learning, with the option to carry out assessment. If however, you are looking for flexibility in the way your users undertake learning, you should be looking to create an Award.Awards combine different courses, content and/or learning items, which can be individually weighted to achieve a greater learning outcome.  Put simply this means, Awards allow you to pick and choose different learning items available on your portal,  that are relevant to the topic of your Award, and when combined and completed will give your learner competency on that topic. 

Keep reading if your interested in finding out, how organisations are using Awards in the Go1 Learning Platform. 

Examples of how our customers use Awards. 

As a record of external learning:
When there is a requirement in your organisation for staff to have current certification, a licence or specific training which can’t be obtained on the Go1 platform - you can use an Awards as your management tool, to capture and track in the status of your learner's external learning. Examples of certification commonly required for specific roles: Forklift licence, First-Aid certification or an RSA. TheAwards feature is also useful to track certification of remote workers, who will just need to upload their certificate for you to view and approve. Don't forget, if you don’t assign an assessor to approve your learners external learning, it will be assigned to you (the Award creator) to approve! 

Here's how to set-up Awards to record external learning:

Create the Award and Select a Goal →, for example, Reach the Target 

Select to Allow External Learning Records to be uploaded

To approve external learning: Select to view details (to see the certificate) and select that they passed the Award. You will be able to view a report on your users status of that certification, to ensure all your staff are compliant. 

By default, the requirement for external learning to be moderated before its passed will be switched off. If you want to use Awards for staff to track their own professional development keep that switched off, otherwise select external learning records require moderation so you can track and manage your staff’s external certification. 

If your organisation or industry recognises Continuing Professional Development (CPD) training ,  individuals and employees can use Awards to track their training against the CPD categories that are relevant to their role, as well as their CPD points as a whole.  You can select a numerical target measured in credits, hours or points for the Award, and attach numerical values to all the content you add to the Award. Your user, will then undertake different learning which must add up to reach the target set, to retain their CPD certificate. When constructing CPD training within an Award;  organisations often add many different content options for their learners to choose from. You could include,  Events of different durations (such as a lunch-and-learn or all-day seminars), as well as Go1 Premium content or courses part of a Go1 CPD content package, or courses you have created yourself. These options give the learner flexibility and promote higher rates of completion.

Create the Award and Select a Goal → for example, Reach the Target

 Identify your Unit of measurement: hours + credits + points and aIdentify your Unit of measurement: hours + credits + points and aIdentify your Unit of measurement: hours + credits + points and assign values to the content. 

Assign the learning. Your user will pass the Award after achieving the target.

 We also find customers are curating Awards for different business skills, that staff can complete as part of their annual professional development training. Make use of the Go1 marketplace or premium content library and pick a variety of relevant courses that address a soft-skill topic, such as communication in the workplace.

Tiered rewards systems; Bronze, Silver and Gold:

Another common use-case for Awards, is where they are used to achieve competency in a certain skill by completing the content you have determined is necessary, for example, Leadership. Alternatively, learner skills can be measured using a  tiered scale such as Bronze, Silver and Gold. In this case, your staff would be required to work their way through each level of the Award and achieve the target, before moving onto the next. With each completion, they become more competent and you can combine this with an incentive scheme if you wish.

Create individual Awards (eg Gold, Silver and Bronze) and assign a target number of credits a user must achieve for each award. Decide on the learning items to include and the points allocated for completing each learning item. You can embed the Bronze Award inside of the Silver Award as mandatory learning. Your learner will have to complete the bronze Award to obtain the silver, ensuring they work through each level of the Award and the relevant content.

Now that we’ve taken a look at the most common ways Go1 users have introduced Awards into their learning solutions, it's your turn to get started! You can begin creating Awards within the My Teaching tab -> Resources tab and select Create.

If you want tutorials covering more detail on the ins-and-outs of creating Awards and the different functionally available, have a look here.

Some employees jump at the chance to learn as much as possible. However, others are similar to children parents try to sway to clean their rooms. If you want to get your workers excited about learning, you have to motivate them in the right way and give them the resources they need.

When it comes to eLearning, several studies, including one published by LinkedIn, found that getting workers to make time to learn is the biggest challenge that businesses face today. Everyone wants to get ahead financially. Even with a stabilized economy and growing job opportunities, many people either work more than one job or they spend long hours working for a single employer.

Make eLearning Part of the Work Culture – Starting with the interview process, let job candidates know that the company not only supports eLearning but also encourages it. That way, anyone who you employ already has the mindset that online training is part of the workplace culture. For existing employees, you can formulate a company-wide email or have a sit-down presentation that outlines your goals and expectations.

Introduce eLearning Opportunities – Explain to your employees that instead of attending class at a traditional college or university campus, they can complete excellent courses online. Let them know that they can either complete training while at work without their pay docked or in the comfort of their home. Also, advise your employees that the majority of courses only take between 30 and 60 minutes to finish, so they do not have to invest a significant amount of time. Giving your workers such an easy option to learn eliminates a great deal of stress.

Outline Online Course Benefits – By nature, people gravitate to things that benefit them, which is why you need to provide your team with the key benefits of taking online training courses. For instance, explain how eLearning will help them perform better in their current positions, but also prepare them for advances in their careers. The goal is to paint a clear picture of how learning opens new doors that they might otherwise never walk through. In addition to higher positions, online training sets them up for higher salaries. Because some of your employees genuinely want to be part of a successful business, express how eLearning is an excellent way to grow the business.

 Group Training – For employees who struggle with learning by themselves, you could set up a program that allows several of them to work in a group setting. As an example, schedule time for 5-10 employees to complete a course that would benefit all of them. Choose a reputable online source, run the course on a projector, and even provide lunch. Afterward, give the group 30 minutes to collaborate on what they just learned. In addition to gaining new knowledge or honing an existing skill, this shows your employees that you care about their success and will do what it takes for them to achieve it.

Select Relevant Courses – If you are establishing a training program for your company, make sure you offer your employees courses relevant to their jobs and goals. In other words, you do not want workers going through eLearning just for the sake of saying that your company offers education. The training your employees receive must make sense and prove worthwhile to them. Instead of feeling as though they are wasting valuable time, they will commit, knowing the courses benefit their careers.

Rewarding Training Efforts – People thrive on recognition. For the employees who voluntarily take online training courses, make sure you reward them in some way. As mentioned, when offering group training, provide lunch. While this might seem like an insignificant gesture, it can actually have a huge and lasting impact. Have recognition certificates professionally printed for everyone who finishes a course. You might even consider giving a monetary bonus or offering a day off work for anyone who completes a specified number of courses within any given month.

Empower Your Employees – Use eLearning as a platform for empowering your team. You can accomplish that by making the training sessions more personal, again, using the group scenario. Because you want your employees to retain the information, have them take a test following the course

If you can destress the process of learning, more of your staff will get onboard. Eager to move ahead in their careers, compete with others, and receive recognition from the executive level are all motivators instead of stressors.

While you want to encourage everyone in your organization to learn, always keep it on a voluntary basis. Initially, some employees will hold back, but as they see other members of their team advance, perform better, and receive accolades, more than likely, they too will begin to show interest in online training.

For the best selection of courses, all developed and sometimes presented by industry leaders, visit go1.com. We offer excellent eLearning for companies of all sizes and industries, as well as employees regardless of level or position.

How do you get employees to make time for learning?

Tracy Capaldi-Drewett, Group Commercial Director at MicroLearn challenges organisations to revisit their tired elearning.

The business ecosystem is more volatile than ever, with increased competition, the drive for digital transformation and an uncertain political environment. It’s become even more vital that the Learning and Development organisation embraces the need for rapid change, both in terms of attracting, retaining and developing its talent.

Learning is an intrinsic part of our working life, whether we are an entry level employee or a senior executive, if we are to demonstrate value and productivity to our organisation. However, time pressures are relentless, and learning is not immune, so it is imperative that L&D delivers learning that is efficient and effective.

For quite some time, it has been recognised that to optimise scale and flexibility, eLearning has been the direction for improving efficiency of training delivery. Much of the eLearning produced has been too long, too linear, uninspiring and generally lacking engagement – the “Wow factor”. And perhaps most importantly, eLearning has often lacked effectiveness in meeting learning objectives and engendering behavioural change.

Today we are all learning, whether at work or at home, using Google, YouTube and social media to find what we need and how to achieve it. This hunger for quick answers also translates to our time at work, when we are looking to attain the skills we need to do our jobs better, faster and more effectively.

Recent research is strongly suggesting that it is time to move away from the more “passive” elearning to a strategy of personalisation and video-rich microlearning, delivering bite-size content on any device, at any time.

Learners demand a more agile approach to training that gives them relevant information on a wide variety of subjects, accessible at the point of need, and they’re willing to go anywhere to find that information. The Learning and Development organisation needs to facilitate this by putting the best possible technology and content in the hands of learners if it is to effectively contribute to the success of the organisation.

At MicroLearn, we understand that today’s workplace learning culture is craving relevant content that is rapidly created to meet the demands of an information hungry workforce and not turgid electronic “page turning”.

In embracing a microlearning strategy, it must be time to revisit and evaluate the effectiveness of your elearning library!

Why do we need to reimagine learning now?

Regardless of the industry you’re working in, customer service is one of the most important factors when it comes to the success of your business. If your employees fail to deliver on customer service, you’ll find it hard to retain customers, hit sales targets, and stay ahead of your competitors.

You might be surprised to hear that customer service skills are just as important in the automotive industry as with any other field. But with many automotive staff working in logistics or sales, proper customer service training is a must.

Even in the mechanical workshop, it’s important for all team members to know how to work with customers to get the best results. After all, the way in which your employees interact with clients will have a positive or negative effect on your company’s reputation, success and longevity.

If you want to improve the way your employees are interacting with customers, you’ll need to provide them with the right learning and development opportunities and resources. How are you delivering customer service training to your employees? And proactively improving their service skills?

With the right employee training, you can improve customer service standards across your business, resulting in engaged employees and satisfied customers. Here’s how you can use online courses for customer service training in your automotive business.

Why Customer Service is Important in the Auto Industry

Many businesses tend to spend a lot of time, money and energy attracting new clients, running special promotions and deals for new customers, for example. But did you know that it costs five times as much to attract a new customer than to keep an existing one?

Instead of investing so much into attracting new customers, why not focus on building and retaining a loyal customer base? Increasing your customer retention rates by just a small percentage can lead to long-term positive profits.

For employers in the auto industry, training your employees in better service techniques is the best way to build up a loyal customer base. One of the most important aspects of good customer service is knowing how to build good rapport with your customers and showing people that you’re interested in finding the best solution for them and meeting their individual needs. When customers have a positive experience with a company’s employees you can expect higher customer loyalty, better sales figures, and greater success.

Another key component of good customer service is knowing how to handle negative feedback and complaints. We all know customer service can have its tricky moments. What’s more, with the ever-increasing impact of social media, providing excellent customer service has never been so important, as customers now have the potential to provide instant feedback on any company across social media and review sites. Customer service training will provide staff with the tools and techniques they need to draw on in difficult situations.

When companies deliver training to staff, it’s often presented in one solid block of training, such as an all-day orientation session or two-hour workshop.

You might want to consider using online courses instead, to deliver staff training. Online learning is a great way to improve your customer service skills, as you can learn aspects of customer service training through short and engaging eLearning courses.

When it comes to customer service training, employees need to know how to complete returns, carry out special orders, respond to product enquiries, handle customer complaints, and build long-term customer loyalty. Your staff can receive training across all of these areas through online learning.

With online courses, you can provide staff with access to targeted online training activities and modules based on their specific job description. This means the course content will be more relevant and interesting to them, and they’ll be more motivated to learn and actively participate in training on these subjects.

Employee Training for Your Staff with Go1

Ready to get your customer service teams involved in online training?

At Go1, we provide high quality online training courses specifically designed for employees working in the automotive industry.

Online courses provide everything you need to help you deliver effective employee training, while making the learning experience easier and more convenient for your staff. With online training, employees can log in and complete short modules at a time and place that’s convenient to them. There’s no need for your company to book out expensive conference rooms, or hire instructors and facilitators, saving employers money and causing less disruption to business productivity.

Get in touch with the Go1 team to start creating your own tailored training program.

You might also like to check out our top five online courses for customer service, to help employees improve the way they listen to customers, form positive connections, build customer loyalty, develop telephone technique, and handle complaints.

Why you should train your auto service staff in customer service

Learn the Art of Working as a Successful Financial Expert

From 2017 to 2018, online education and training have reached new heights. With an abundance of topics and affordable prices, an increasing number of people have turned to Go1 as their preferred source for e-learning. If you want to work in finance or advance in your current financial role, Go1 has the solution.

Compared to other sources that offer online training courses, Go1 is unique in several ways. You will discover an almost unlimited list of topics on virtually any subject, including finance. You will also find that despite that leading topic or industry experts develop and present the courses, the prices are incredibly affordable.

Why stay stagnant in your role as a financial expert when you can reach a new level of success through online education. Visit the Go1 Premium website, and after a quick registration, you will be on your way to securing the job you want or advancing in finance.

As mentioned, there are countless online training courses developed solely for people interested in working in finance or those who already do. You can bring your dream of success to fruition by focusing on three distinct areas.

1.     Accounting for Stock Transactions

For this area of finance, a course on mutual business ownership as it relates to finance is another excellent choice. In addition to learning methods that ensure accurate accounting, you will develop the skills needed to explore common equity transactions that can impact even a basic accounting equation. The course also touches on things like accounting processes and concepts for preferred and common stocks, dividends, and treasury stocks.

You should also consider “How to Conduct Fundamental Analysis to Pick Profitable Stock,” which is fantastic. An investment analyst and stock market researcher with years of experience and unparalleled expertise designed this course for the finance and banking industry. With this, you will learn how to choose profitable stock without dealing with a lot of confusion.

The goal of this online training course is to help you understand how to use analysis to screen an investing company or industry. Upon completion, you will walk away with newly acquired knowledge of using different fundamental tools to screen profitable stocks. Unlike courses offered by sources other than Go1, this one is easy to follow and apply.

If your interest in finance focuses on making money by trading profitable stocks or learning accurate accounting methods, these are the right courses to take. All you need is a desire to learn.

Ron Miolla, a leading expert in financial leverage, offers a remarkable course called “Analyzing Financial Leverage for a Business: How Do Changes in the Operations of a Business Affect Its Earnings Per Share?” With this online training course, you will learn why analyzing a company’s level of financial leverage is so critical.

This course covers the ratio of debt to equity and the capitalization amount of a company. Also included is information pertaining to the concept of the price-to-earnings ratio and the way it relates to the value-per-share of a company. If you want to pursue advancement opportunities with your employer, you should have a good understanding of these subjects.

The third course called “ROI: Calculating Net Present Value” will also help you further your career in finance. Because net present value is the number one preferred method used to calculate ROI in the world of finance, this course offers incredible value.

One part of the course will teach you the proper way to use this calculation to help you determine if you should or should not move forward with a project or investment. The course also explores a unique concept known as the time value of money. Like the other courses mentioned, this one is essential for gaining or honing financial skills.

In addition to the financial courses listed, Go1 has a full library of management topics. Depending on your long-term goal in the field of finance, taking one or more of those would also prove beneficial. After all, you could end up in a position with financial responsibility and a team to manage. For you to succeed in both areas, you need to expand on your qualifications.

Benefits of Completing Finance Courses Online

Especially if you already work in finance, more than likely, you have little time to spare for attending traditional college classes. With online education, you can learn while relaxing at home, and learning at a pace that coordinates with your schedule. For instance, you could take a 30- to 45-minute course after the kids head off to bed or early on a Saturday morning when the house is quiet.

In addition to well-planned and easy-to-follow courses, you will appreciate the convenience of online education through Go1. Instead of feeling pressured to complete a course at a certain time, you have full control of the schedule. Not only does that eliminate stress from the learning process, but it also helps you retain the information better.

Instead of watching other people get promoted within the company or move on to bigger and better things with a different employer, take a step in the right direction by completing these financial courses. You deserve to work in a position that you enjoy. Thanks to online education through Go1, you can do just that. Visit our site today, select the preferred course, and start your journey.

Take your role in finance to a new level with online education

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