Why is Domestic and Family Violence a Workplace issue?

Did you know that in Australia, one in four women and one in thirteen men have experienced violence from a current or former partner? Yet only one in ten will report their situation.

When it comes to domestic and family violence (DFV), many people feel powerless to talk to others about what’s going on at home, remaining silent to friends, family and co-workers.

These days, the reality is that many of us spend more time with our co-workers than with family and friends. These are the people who see us day in, day out, five days a week. So, it’s often our managers or workmates who will notice the first warning signs of DFV or get a sense that something is not quite right.

According to the Australian Human Rights Commission, DFV is the leading contributor to death, illness and disability to women aged 15 to 44 years. There has to be a shift in our communities, and workplaces are instrumental sites for positive change. By having the appropriate training and policies in place you could change someone who is affected by DFV’s experience of support, or even, save their life.

This is why we need to make workplaces safe environments, where conversations about DFV can take place, without creating further stigma, shame and fear. The first step for employers is to implement effective DFV specific training and policy. This demonstrates your organisation’s commitment to addressing the issue.

How does Domestic and Family Violence impact the Workplace?

While the impacts of DFV on individuals and families are generally clear, often we don’t think about the flow-on effect this has on a workplace.

Low performance, high staff turnover and absenteeism are all direct and measurable impacts of DFV. What happens at work often impacts our home life and what happens at home affects our work life. Australia’s CEO Challenge (ACEOC) tells us that productivity losses due to domestic and family violence costs Australian businesses $1.9 billon annually through absenteeism, decreased performance and permanent loss of labor capacity.

Challenge DV explains that on top of this, one in five women say that the abuse continues at work, through abusive emails, phone calls and the person using violence turning up at their workplace.

What can you do to address DFV in your workplace?

Would you be able to recognise the signs of DFV? Would you know how to respond to the situation and provide support for your team member or co-worker? If you’re an employer or manager, you need to know what steps to take if you suspect that a staff member is being affected by DFV.

Challenge DV is an organisation that aims to help break the silence surrounding DFV, working with workplaces to educate, raise awareness and provide strategies to support anyone who may be affected by violent, abusive or controlling behaviors.

Challenge DV believes that workplaces can play a crucial role by recognising, responding and referring those affected by DFV. It’s likely that someone in your workplace could be living with or potentially using abusive behaviors and not getting support.

A few of the warning signs of someone experiencing abusive behaviour can include:

Staying at work longer, from fear of going home

Responding to Domestic and Family Violence in the Workplace

Employees are often hesitant to ‘get involved’ in difficult discussions or situations regarding their co-workers. Particularly if they feel unsure of whether or not they’re intruding on a colleague’s private life.
But if you respond effectively to the signs of DFV, you could make a real difference in someone’s life. Knowing how to respond is the next step to providing safe and appropriate support.

Here’s some advice from Challenge DV including specific responses you can use to someone who is confiding in you:

Listen carefully and believe what you are being told.

Pause and allow silence any time during this exchange.

Respond using empathy and reinforce support is available.

Return to these empathy responses any time during the exchange.

“You must feel really worried about the situation.”

“Are you confused about the next steps?”

Refer those affected to Domestic and Family Violence in the Workplace

EAP – Employee assistance program is equipped to handle DFV matters.

Training for Employers and Managers on Domestic and Family Violence

The online learning component provides Challenge DV's framework of recognise, respond and refer, which is endorsed by the Queensland Government.

The training package also includes customised face to face training aimed at HR managers and leaders, including annual refresher training workshops. This package will also help you develop and review your workplace DFV policy, as well as resourcing your HR and leadership teams, including a partnership with a local DFV specialist services.

Hopefully this information has made you feel more confident and committed to implementing organisational training and you consider developing a policy that will support employees who are affected by DFV.

Note: Freecall 1800 RESPECT (1800 737 732) is a 24-hour counselling line available to all Australians who have experienced, or are at risk of, DFV.

False

Responding to domestic violence in the workplace - Go1

How managers can respond to domestic and family violence in the workplace

Today, online education is a viable option for people interested in learning, whether to add a new skill to their resume or refine an existing one. Although e-learning benefits virtually anyone and any industry, it is especially critical for the world of IT.

Considering that IT departments around the globe have the responsibility of overseeing the installation and maintenance of computer network systems that change frequently, and often dramatically, anyone involved with this field must stay on point. After all, the computer system is the heart of the business. Whether a single IT expert or an entire team of specialists, not having the skill to ensure optimal functionality of these systems would prove disastrous to the company.

Now more than ever, IT is a vital component of any company. For businesses to stay competitive, they must have two primary things, an excellent product or service and a state-of-the-art IT department. Thanks to online training opportunities, someone interested in working in IT or who already has a job in this area but wants to advance can. It all comes down to using online education to stay ahead of the ever-changing curve.

While it is true that online training is an excellent way to advance a career in IT, it is essential to select the right source. After all, organizations that provide e-learning opportunities are different. This is why you need one that has a wealth of available courses specific to things that go on within an IT department and the IT market itself, all created by top industry experts.

IT Security Primer – With this course, you would learn how to identify effective security controls in conjunction with desktop management policies to provide your employer with optimal protection against outside threats. This training course also teaches effective IT security measures that you can implement to increase the level of computer system protection.

Information Security Awareness – This training course is yet another option that will give you a boost in building your IT career.

Data Privacy and Information Security – This particular online training course covers several important topics relating to IT, including asset protection, information security, and data privacy. With your newly developed knowledge, you will find yourself in a better position to protect your employer’s confidential and personal information.

Another exciting thing about using online education to position yourself for success in the IT field is that you can choose online training courses specific to an industry. Although there are similarities in the work performed in all IT departments, there are some differences based on the type of company.

If you work for a bank, credit union, or some other financial institution and want to move up in the IT department, IT Security for Banks is an outstanding course. The primary objective of this course is to teach participants how to develop an IT security plan that addresses three specific areas of vulnerability for this industry. It also covers how to apply a proven five-step system development cycle, and how to spot red flags when screening vendors and contractors.

Along with IT-related courses, you should consider education that focuses on management skills. As part of advancing your IT career, you want to become an all-around balanced individual with superior leadership skills. With online education, you can accomplish that goal by taking courses specific to learning effective management styles, improving on communication, peacefully and fairly resolving conflict, and more.

As the demand for highly qualified IT experts continues to rise, if you do not invest in learning, someone else will come along and either take your job or the higher position you wanted. All you need to stay relevant in IT is to keep learning. Because courses through a reputable source are so affordable and many take less than an hour to complete, you can take the initiative outside of work. That alone will show your employer how serious you are about moving up.

The best way to get ahead in your IT position is to visit Go1. We offer an almost endless list of topics that could help you become more successful. Developed by leading experts in the field of IT, you will learn from the best. Now is the perfect time to act, not just for you, but for your current employer and future employers.

Does online IT training help advance careers?

As 2018 progresses, the number of people taking advantage of online education and training continues to increase. Although Go1 offers exceptional courses on multiple topics, one of the hottest on the list has to do with improving on management style.

Although you can find many different sources that offer online courses, not all provide the same quality and variety as Go1. What makes this company so unique is not just the vast number of courses available, but also the fact that industry experts develop them. That means you have the opportunity to learn from the best, regardless of your field.

By turning to a trusted source for upskilling and education, you can become an inspirational leader, someone your team respects and strives to please. Learn what it takes to be a superior manager by enrolling in one or more courses offered by Go1 Premium. Simply visit the website, and within minutes, you will be on your way to perfection.

Specific to management, three courses, in particular, stand out. These are the following:

When it comes to improving your management style, excellent team communication feedback is critical. Although you hold a position of authority, you want your workers to feel comfortable providing feedback, good or bad. Listening to what your team has to say makes you approachable and therefore, more respected.

With this 30-minute online training course, your employees will gain insight into new and effective strategies for communicating better with you as their manager. As a result, not only does your team learn to open up in a productive way, but you also gain more effective communication skills.

The primary objective of this course is to help your employees identify and inform you whenever you perform selected communication actions. Whether offered to new hires or used as a mini team-building event, this course is highly beneficial.

The requirements for this training course include either a PC or MAC computer with popup blockers turned off, JavaScript enabled, the latest version of Flash installed, and third-party cookies accepted. Also, the computers must have Adobe Reader version 7+, and for Microsoft Office, it must be the 2003 or newer version.

For you to work effectively in your managerial role and gain the respect of your team, you need to learn key interaction strategies. Although you could choose from hundreds of different online training courses, “Motivation Concepts for Managers” stands out among the best.

Excellent managers know how to motivate their team members. Instead of begging people to do their jobs, employees take the initiative to perform optimally. The best way to motivate your team is by understanding their needs, as well as wants and expectations. With that, you have the opportunity to create a comfortable and productive work environment.

With this course, you will gain tremendous insight into viable ways to create the right working conditions based on what your team needs, wants, and expects. After completion, you can then apply what you have learned and enjoy the results that follow.

Remember, motivated employees are more productive, content, and willing to go above and beyond to perform stellar work. Not only does that make your job as a manager easier, but it also benefits the company as a whole.

As with the other two topics, you can select from many different online training courses but one taught by Robin Sharma, a highly respected leadership and personal development expert, is by far one of the best. In this free video, Sharma shares valuable information on what it takes to become an inspirational leader at work and at home.

Another course worth your time is “Becoming a Great Leader: Leadership and Power.” With this, you will learn that great leaders get followers by understanding the relationship between leadership and power. This online training course demonstrates effective leadership through using, not abusing, power as a manager and motivating your team by knowing the type of leadership they respond to best.

When it comes to being an inspirational leader, your employees must trust you. It is also crucial for you to share common goals with your team and demonstrate your ability with integrity and credibility. Through these online training courses, you will learn about specific behaviors and traits of inspirational leaders and how you can utilize them in your role as a manager.

For you to succeed in your management role, you need the support of a strong team. That entails gaining a better understanding of who your employees are and what they need to perform at a high level. Inspiring others in the workplace is one of the main priorities of any manager. In exchange, many positive things happen such as increased production and improved employee morale. As an inspirational leader, you show your employees what it takes to advance, whether in the current company or working for a different business in the future.

Go1 offers the best online training and education available. In addition to courses developed or presented by top experts on the topic or within a specific industry, these courses are all affordably priced. Depending on which of the three top courses you take, you will learn a wealth of information in less than an hour.

Enjoy your position more and take your team on a journey to success by becoming an inspirational leader. Visit our Go1 Premium website to get started.

Become an inspirational leader with these top training courses

Check out the latest updates to the Go1 platform, plus have a sneak peek at some very big changes coming soon!

Our employers will have the ability to send custom notifications to users from reports

Improvements to the recommendations your learners receive in-app

Course creators will now have the ability to reuse learning resources across courses!

Significant Improvements to how you use Events! We are re-designing how you create and manage events.

This feature has been highly requested by our customers who have multiple portals, it will mean content can be created in a master portal and then shared to selected portals. Alternatively, if you have one portal you can still limit who on the portal can access the content by only sharing to groups and/or other individuals. We are giving the control of content sharing to you, so you can easily manage what members of your organisations are viewing.

When you create (or edit) a course you will find new share settings for courses or standalone learning resources.

You can now select to share the course / learning resource to:

To another portal on which you are an administrator on,

Or to public (meaning that it is submitted to the Go1 Content Team for consideration for inclusion as part of the Go1 Marketplace)


When selecting the recipients you can also select how they access your content:

You can choose for recipients to

 	View. This means recipients can access the overview page of the course/resource and its default enrollment settings.  So they will then have to pay to purchase the course and to then enroll.
 	Enroll. This means recipients can bypass the enrollment settings (such as price) and enroll directly into that course/resource.


When you select to share; you can be able to search by Name, Email or URL for the recipient.

By default a course you create will only be visible to you (Only Me setting), until you select in the sharing pop-up new access.

View. This means recipients can access the overview page of the course/resource and its default enrollment settings.  So they will then have to pay to purchase the course and to then enroll.

Enroll. This means recipients can bypass the enrollment settings (such as price) and enroll directly into that course/resource.

You (Admin / Content Admin) can chose whether content that is shared to your portal through the new Content Sharing Feature will be visible through the Explore section of your portal.

By default content shared to your portal will not be displayed in Explore. To make it visible select Portal Settings > Portal Content Selection and Select Custom Selection and Select Content.

By choosing to Select Content you will see all content shared to the portal and have the option to bulk add (or individually select) all content within the results to the current portal.

What does this mean for you as an Admin / Author?

If there are existing enrollments associated with a course/resource, and that course/resource is deselected to be shared from the portal, it will no longer display within that portal (and will not accept new enrollments) but the learner will still be able to access the original enrollments within that portal.

If you share a course/resource to another portal, you will not be able to view the enrollments within the reports on their original portal. You also will not be able to mark assignments/quizzes with long answer questions or event attendance for users in that other portal, so we encourage you to share content that can be automatically marked.

There is a new field available as part of Quiz settings, that now means you can select to allow your learners to view previous quiz attempts. It will be disabled by default.

Find it here: Edit Learning Item → Details > Configuration > scroll down page and select to allow Learners to view previous attempt

When attempting their quiz Learners, can now select to see their Previous Attempts for each question:

When the assessor is viewing an attempt a learner has made on that quiz, within the existing “show result” screen, on each question, assessor can also see the button to View previous attempts.


Additionally, you can add names to your quiz questions to make it easier to track all the previous answers learners have given for each quiz attempt.

Find it here:  In quiz edit mode > Add question name.

You will see in quiz reports: the Name field as an filtering option and then add Name in table configuration.

We are always striving to improve the usability of our reporting tools and this month we have exciting new changes.

There is a new change for Go1 Admins, Managers and Course Authors, which means after you select to export your Pivot Table to excel, the excel file will display your data in the same format and with the same configuration that you had in your Go1 Pivot Table!

This is a great change for our Managers and Business Analyst who need to generate additional reports from excel.

Select your report (eg user or Enrollment Report)

If you are an enterprise customer using lots of custom fields in Pivot Tables this will be a great improvement when you export

Inclusion of Expiry dates of awards as a filter in Enrollment Report  

We have an additional time-saving change for Admins, to now see whether the expiry date of an award is upcoming or has already past for learners.

Expiry Date is only for enrollments with the type: Award. And the Expiration mode in Award settings must be on.

Select Filter  button > Select Expiry Date in drop list and  = Exists and Save

To add to report: Select Configure >Check the expiry date box  > Select Apply button

You can also add this new field Expiry dates for Awards into Calendar &  Histograms & Pivot Tables within the display options of Configure.

On the Start Date Field column, select the checkbox for the value: Expiry Date

On the End Date Field column, select the checkbox for the value: Expiry Date

The report will display as a Calendar. The calendar will show any award enrollments where an expiry date exists, with the enrollment showing on the date of its expiry.

On the Interval, select the option: Month

Drag and drop Expiry Date and User names into the Column or Row areas.

Assessors and/or learners can now be notified if feedback to a submission is added. This will reduce communication delays with submissions that some our users have been experiencing.

Notification 1: When Assessor/Manager/Content Administrator/Admin marks assessment, an email notification will be sent to the learner who submitted the assessment.

Notification 2:  When the learner adds feedback to their submission, the notification will be sent to assessor who is assigned to the enrollment of the learner.

These notifications can not be edited. If there is no assessor specified the notification will be sent to the Course Authors.

Admins and managers will now have the ability to re-enroll learners into courses that support re-enrollment.

This will be a useful for organisations that have courses they are require to be completed annually.

To make it easier for Training Organisations to manage all requests to purchase content; there is now a report available in administer which will display all requests to purchase content made on your portal. This will help you ensure all potential course sales are followed up and actioned.

Find it here to enable: Portal configuration settings > Payment > Check the box Enable Request Purchase

For each learner request the report outlines:

Response Date ( request was approved/rejected by a manager)

Status (Approved / Rejected / Not actioned)

Actions: Only Manager can see the column, there are 2 available actions in the column is Accept / Decline

Did you know you can use eLearning platforms to help manage your recruitment drives?

You might not immediately think of eLearning as the best tool to use when organising a recruitment drive. After all, Learning Management Systems are primarily used for employee training and development, rather than recruiting.

However, if you’re already using an LMS for online training, it’s worth knowing that you can also use it to vet potential candidates, making your recruitment process much simpler and faster.

Recruiting for multiple positions at the same time can be tricky, taking up a considerable amount of time and energy from your HR team. Any tool that can make the talent acquisition process easier and more effective is well worth the investment!

Here are some tips on using your LMS or eLearning platform to run a successful recruitment drive.

Using eLearning Platforms for Recruitment

Traditionally, learning platforms are used to carry out online training, allowing you to develop the employees already working for your organisation. They are also often used as part of the onboarding process, bringing new hires up-to-speed with company processes and policies.

Employers generally have a good idea of what they’re looking for in a new hire, with certain skills, experience and criteria outlined in the position description. In a recruitment drive, your HR team will be evaluating large numbers of candidates simultaneously.

By having applicants answer questions within the LMS, you can very quickly and easily see which candidates have the skills and expertise needed for the job. This gives you a valuable opportunity to consider employee performance before an individual even comes on board. After all, a good eLearning platform can help you track and monitor completion rates, engagement, and overall performance.

You can even have some fun by incorporating gaming into the process, as suggested by eLearning expert, Christopher Pappas.

“Games might not spring to mind when discussing talent acquisition strategies, but beyond being fun and interactive, they are also great evaluation tools for job candidates,” says Pappas. “They allow you to test the waters and identify individuals who are just right for your team.”

Using an LMS During the Interview Process

Learning technology tools can also be used very effectively throughout the interview process.

Pappas explains how you can use your LMS and online training simulations to pre-assess candidates and find the top talent.

“Training simulations mimic real-world environments and challenges. This makes them the ideal recruitment tool, as you can test practical knowledge and experience,” he says.

In this way, simulations can reveal how much a potential candidate knows about the tools of the trade. This is really useful in finding out whether someone possesses the relevant skills, for example in certain software or machinery. Hiring a new employee based solely on qualification is a waste of time if you then find out they can’t use the tools on the job.

It’s not just helpful for evaluating technical skills. Use your LMS to have candidates answer and submit questions through the digital platform. You can create different branching scenarios to test soft skills, such as communication, decision-making, or even compliance.

Using eLearning for Onboarding and Training

Once you’ve decided on the best candidate, you can also use your eLearning platform for effective onboarding.

Mathew Paine, director of HR for Sydney’s International Convention Centre, oversaw one of the company’s largest recruitment drives, scaling up by more than 300 fulltime and 1,500 casual staff.

Paine tells how the ICC embraced technology to help manage such a huge recruitment drive.

“Technology is also used to help manage the interview process. Candidates are asked three questions through a digital platform and have to record answers on their smartphones or tablets."

“We get to meet those candidates virtually whilst we review those answers. That will save us almost 1,500 hours of interview time,” Paine says.

Candidates are also given access to an onboarding portal, with the induction process and orientation starting from the moment a candidate accepts a role. eLearning continues to play a key role in employee training for the ICC, combined with on-the-job training, classroom-based learning, and seminars.

As you can see, learning how to use your LMS or eLearning platform for more than just training is well worth the effort. Next time you’re organising a big recruitment drive, see how you can incorporate eLearning tools into the interview, assessment and onboarding phases of your hiring process.

Using eLearning to manage recruitment drives

We’re pleased to announce that Go1 will be at Xerocon 2018. Go1 will be a silver exhibitor at Xerocon, which is running on September 5th and 6th at the Brisbane Convention & Exhibition Centre.

Go1 will be at Xerocon to promote our partnership with Xero, and the Go1 referral partner program. If you are a member of the Xero Partner Network and interested in becoming a Go1 referral partner, visit our booth (number 30) next to the Mini Theatre at Xerocon to find out more information.

By joining Go1's Partner Program, Xero Partners can refer their small-to-medium-sized clients to Go1's platform and content library, helping ensure their clients meet their compliance training needs, reducing risk at the workplace. Thanks to a partnership between both organisations, the clients Xero Partners refer to Go1 will be able to receive 5 FREE courses on the go1.com learning platform and access a user integration that syncs user details between Xero and Go1.

If you want to find out more about how easy it is to get started as a referral partner, jump onto www.go1.com/xero or we will see you at Xerocon!

Signing on the dotted line of an employment contract is always a thrill, signifying the start of an exciting new chapter in your career. These days, most companies ask new employees to sign an employment contract before coming on board. Employment contracts are standard practice across industries, regardless of whether an employee is full-time, part-time, or casual. Most likely, you signed one for your current job.

Accordingly, employment contracts are essential for both staff and employers, legally establishing your working relationship and setting out important frameworks, expectations, and policies.

These contracts provide employees and employers with a legally binding agreement that establishes their working relationship, including what is expected from each party and the rights, responsibilities, and obligations of all stakeholders. 

For workers, employment contracts protect your job security, income, leave entitlements, and other basic rights. On the other hand, they also protect employers from certain risks, such as breaches of confidentiality or underperforming employees. 

So, if you’ve ever wondered why employment contracts are vital to your business or your rights as an employee, we’ve got all the information you need right here. Here are five reasons why employment contracts are a must-have for any business.

One of the first things a good employment contract should do is clearly define an employee's position, responsibilities, and duties. 

For employees, role clarity is vital. It helps to have a document that contains information about your job description, duties, salary, and benefits. There’s nothing worse than starting a new role and not being clear on the tasks and duties involved. You're left stabbing in the dark, unsure on the workload you're expected to take on. Thus, your job description should be clearly established by your employer, through your contract, before the onboarding process.

While this might sound fairly basic, many businesses fall at this hurdle. According to Effectory, just 53% of employees experience high role clarity, leaving 47% of workers with poor role clarity. That's not all, as Effectory also finds that employees with high role clarity are 53% more efficient, 27% more effective, and enjoy a 24% increase in overall performance. If that wasn't enough, 75% of employees with high role clarity are more passionate about their jobs, reporting higher job satisfaction than those without role clarity. 

As such, role clarity is in everyone's best interests, and it starts with having a well-defined job description in your employment contract. Having a contract that explains the standards expected of each employee is a great way to get the best out of everyone. When all parties know what is expected of employee performance, there is no room for confusion. Plus, if an employee is consistently underperforming and not meeting the expectations outlined in their contract, their employer will have grounds to take further action.

Employment contracts typically also give the leeway to add or subtract benefits, such as bonuses, according to the employee’s performance.

An employment contract should also outline the terms of employment. That is, exactly how long an employee is contracted for or when their contract will be reviewed or re-evaluated. For example, is it a fixed-term contract with a clear start and end date? Will an employee have to pass a certain probationary period? Is there an expectation that an employee will be eligible for a raise or promotion after a certain amount of time? All of these questions should be answered in your contract. 

Having this information in the employment contract guarantees job security for employees, as long as they do not violate the terms of their contract. When staff feel secure about the terms of their role, they are likely to have higher levels of performance and engagement.

Unfortunately, job insecurity remains a significant issue in many places. According to a recent survey, 88% of Australians think job security is a big problem. Likewise, the ADP finds that just 20% of workers feel their jobs are secure. These are concerning numbers, leaving a lot to be desired for the state of job security in many businesses. 

Employment contracts should also specify exactly what actions can result in termination. Including this information ensures that employees know which activities are mandatory to their role and which actions or behaviours are against company policy and will result in dismissal.

Additionally, an employment contract should define pay rates and income. It should also state how often an employee will be paid (i.e. weekly, fortnightly, or monthly). 

Containing all this information in one document shows an agreement between both parties on salary, leaving no room for miscommunication. Workplace disagreements often centre around money, so employment contracts minimise this risk.

Within an employment contract, you can set your employees' annual income as well as their working hours and any relevant bonuses.

It’s also essential to include information about staff leave entitlements in your employment contracts. 

Throughout their employment, staff will need to take different forms of leave, such as annual holidays, sick days, or maternity or bereavement leave. Having this information explained in a contract means that the procedure for taking leave is consistent and legal for all staff.

This way, employees can refer directly to their employment contract for guidance how to take leave. The contract should also clearly define any payments staff receive when they take days off work, for whatever reason.

Despite this, taking leave is still seen as taboo in some companies; a sign that you're not fully committed to your work. While this attitude is becoming less and less common (particularly in the wake of COVID), a recent study by Attendance Bot uncovered some startling statistics: 85% of employees admit they've sgone to work when they're sick rather than taking sick leave. Alarmingly, 4% say they didn't take leave because their manager would frown upon them not coming in even if they're sick. While this number is trending downwards in the right direction, it should be 0%. 

These statistics underscore the importance of having clearly defined leave policies within your employment contracts, while also fostering a culture where employees feel psychologically safe to take their entitled leave. 

Confidentiality is primarily in the best interest of employers.

Many positions give employees access to confidential company information and data. If this information was leaked or fell into the wrong hands, it could have negative ramifications. As such, it’s standard practice to include a confidentiality clause in each worker’s contract to protect your business.

With a confidentiality clause in place, employees can't divulge sensitive or confidential information. Confidentiality clauses typically prevent information from being released to the media or public, shared on social media, or used for any other purposes. If an employee breaches their contract and leaks confidential information, their employer can take legal action against them.

Employment contracts also often include a ‘non-compete clause’, which prevents employees from working for any competitors for a certain period (perhaps two or three years) after the employment ends.

As you can see, employment contracts are essential in the workplace, protecting both employers and employees. Next time you’re asked to sign an employment contract, take the time to read it thoroughly and make sure it reflects your understanding of the position, salary, and benefits. For employers, ensure you’re protecting your workers and your business with clear, well-defined contracts!

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.

If you’ve ever wondered just how important employment contracts are for your business, or for your rights as an employee, we’ve got all the information you need right here.

Why employment contracts are important for your business

Online courses provide endless learning possibilities. If you own a business and want to become a better leader, online training is the perfect solution. E-learning is also advantageous for managers who strive to become more efficient and effective in their roles, as well as employees interested in adopting new skills or honing existing ones to enhance advancement opportunities.

Participation – In today’s world of gamification, online courses make it easier for managers to get their teams excited about online training. Even though the best courses take little time to complete, they come packed with valuable information provided by industry experts. When your managers explain to their teams that they can improve on skills yet have plenty of personal time, most will jump at the chance to participate.

Communication – The most respected managers possess excellent communication skills. They know how to relay expectations and give directions in a way that produces positive results. For anyone on your leadership team struggling in this area, you can choose from many different courses that focus specifically on improving communication.

Cost Savings – Even with a set budget, your managers will have no problem completing multiple courses. Especially compared to traditional learning, online training is a far more cost-effective option.

Compliance – For staying compliant with different regulations and laws, it is essential for your managers to know what they are and how to adhere to them. When researching different training courses, you will come across many that specifically address your compliance needs. As a result, your management team avoids making costly mistakes.

Time Management – Everyone benefits from time-management courses, especially managers. Overseeing the work of multiple employees and performing a variety of tasks, your leadership team needs all the help they can get. Thankfully, there are incredible courses that provide a wealth of information on how to better manage time.

Flexibility – Like your managers, your support team values its personal time. Because online learning is so flexible, your employees can easily finish courses during their off time. Something else to consider, since so many of the courses take 30 minutes or less to complete while being affordably priced, you could use them as an incentive, allowing employees to complete them during working hours.

Topics – Whether interested in improving on customer service skills, dealing with conflict, learning computer skills, or something entirely different, your employees will appreciate the fact that they have so many fantastic options to learn.

Morale – Employees want to feel respected and appreciated. An excellent way to accomplish that is by investing in them. Having your team complete courses online shows that you care, which in turn, boosts morale.

Advancement – While some of your employees might be perfectly fine working in the same position year-after-year, most want to advance at some point. E-learning will help prepare them to move up within the organization.

Pride – You want your employees to feel proud of the jobs they do. Giving them the chance to improve on skills or learn new things will make them more efficient. The better they perform on the job, the prouder they become. Ultimately, that equates to optimal performance, happier customers, more sales, and higher generated revenue.

Time management is another big area for managers. As stated, many of them have a hard time attending traditional classes, but with online courses, they can learn new things but without investing a lot of time. These courses teach people to work smarter. In addition to becoming better focused and more efficient, your managers will experience less stress at work.

Customer service is another popular topic, with courses available for managers and employees alike. After all, the reason for having a business is to provide customers with superior products or services. The goal is to ensure the customer’s 100 percent satisfaction. To accomplish that, your entire team, including managers, must know how to recognize and resolve conflict. They also need to learn how to surpass the customer’s expectations. Online training covers all this and more.

There are even e-learning courses designed to help improve relationships between managers and employees. Building a successful team comes down to respect, trust, and empowerment. Instead of having internal conflict, you can arrange for certain managers and employees to complete the same courses.

As you can see, there are numerous reasons why online training makes perfect sense for your business. The right courses allow everyone to enjoy serving the customers and growing the company.

Dealing with employee morale issues is tricky because there are many different underlying causes. Fortunately, you can rely on a variety of online training courses that will not only help you understand the reasons but also give you insight into how you can give your team a much-needed boost.

According to top career and human resource experts, there are 11 primary reasons for a reduction in employee morale. If you want to grow your business, you need a team of dedicated employees. For that, you need to make appropriate changes that improve overall drive and attitude.