In February, we launched Skills Insights—a new way for L&D teams to see what skills matter to their employees, track skill trends in their organization and industry, and measure learning activity in context.

It was built to go beyond surface level metrics, helping teams show the impact of learning—especially when time and resources are limited. 

The response so far has been encouraging, with early users already tapping into Skills Insights to bring sharper clarity to their learning strategies and campaigns.  

As one L&D director at a global professional services company told us “we’re a skills-powered organization, so staying ahead of emerging trends is critical. These insights give us a clear picture of what’s happening across our business and where we need to focus next. They’re helping us plan for the future with confidence, especially as the whole world shifts to a skills-first economy.” 

And for one HR leader at a North America-based tech company, the ability to move from insight to action stood out: “All the neurons start firing when you see this data—but with Skills Insights, you can actually do something with it right away.” 

Now available for L&D teams: Content Insights 

Today, we’re expanding our Insights suite to help teams go even further, with a new release: Content Insights. 

Skills Insights gave you a clear view of your organization’s skills landscape: What your employees have, what they’re missing, and what they need to grow. Content Insights helps you take the next step. It connects those needs to the right learning content, so L&D teams can close skill gaps faster, drive engagement, and curate with confidence—backed by data, not guesswork.

Use learner feedback to validate and improve your curation 

L&D teams rarely get a clear view of how learners are responding to content. Even after carefully reviewing courses and investing hours into curating the right mix, there’s no guarantee the content is resonating—or driving engagement. With Content Insights, that changes. 

With the new content ratings summary and trendline view, you can now see how learners are responding to content across your organization—at a glance and over time. If average ratings are strong and trending upward, it’s a clear signal your curation is hitting the mark. If ratings dip, you’ll spot it early—giving you the chance to adjust content before engagement starts to drop. 

You can also identify which content is most-rated—helping you double down on what’s working or revisit what’s not.

Easily view top rated courses and providers  

With so many options to choose from, it’s easy to default to familiar providers. But some of the best-performing content is often hidden. Content insights brings that high-performing content to the forefront. It unlocks reliable signals on content quality across providers, formats, and duration—all in one place. 

See which providers your learners consistently rate highly—so you can build around what’s already working.  Or tap into industry-wide insights to see which courses are resonating elsewhere—and share them with your teams. 

Understand learner sentiment like never before 

Course ratings give admins a quick, honest view of how learners feel about a piece of content—whether it’s a standout or a skip. But ratings alone don’t tell the full story. They show what learners think, but not why. 

That’s why we’re introducing a new layer of insight—so admins can better understand the feedback behind the stars, and make smarter, more confident curation decisions. 

Sentiment themes for individual courses: See the key reasons behind learner ratings —what’s landing, what’s not, and why.

Organization reviews: Get direct, contextual feedback from your learners  

AI-powered summary: Save time with a feedback summary for applicable courses 

Together, these features make it easier to interpret learner sentiment and act on it—so your programs stay relevant, trusted, and data driven. 

While many platforms stop at aggregating content, we go further. With data from 11 million learners and over 80,000 courses across 250 providers, Go1 Insights delivers actionable insights, relevant context, and tailored recommendations to help you make smarter learning decisions. Because today’s L&D decisions can’t just rely on guesswork.  

Go1 Insights is available to customers with compatible integrations, starting today.  

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Discover how Go1’s newest product suite provides L&D leaders real-time data to spot trends, close skill gaps faster, and drive impact where it matters most.

Introducing Go1 Insights

Onboarding can make or break employee retention. Yet only 52% of new hires are satisfied with their onboarding experience. 

And a staggering 80% say they’re ready to quit because they feel undertrained. That’s a huge problem for HR teams working hard to retain talent.

If your onboarding isn’t meeting expectations, it’s probably costing you top talent. Here are the top onboarding mistakes that drive employees away—and practical ways to fix them fast.

New hires are eager to learn, but throwing too much training at them too fast will lead to frustration and overwhelm. Instead, break training into smaller chunks over a few days or weeks. Start with key tasks and essential tools, then layer in more complex topics or role-specific trainings after.

Use short videos, quizzes, or interactive content that employees can complete on their own as well. This gives them space to absorb and come back with any questions.


2. They’re not connected to the culture

Remote and hybrid employees are especially at risk of feeling disconnected. 60% feel disoriented, and 52% feel undervalued after onboarding. HR teams can help new hires integrate by introducing company culture early—through videos, discussions, or team-building activities. 

Whether it’s a Slack/Teams channel for hobbies, or an ERG they can join, make your company culture part of the onboarding process. Show how values play out in day-to-day work, too.

Scheduling meet-and-greets with colleagues to help employees build relationships from the start is a small way to get even the most introverted team member opening up.


If employees are left to learn essential systems without the right tools or training, they’ll feel unsupported and unprepared. Make sure all logins, software, and essential tools are set up before day one. If you don’t have one already, create a central hub for onboarding materials, FAQs, and key resources so employees can easily find what they need.


Uncertainty about responsibilities brings frustration and disengagement, fast. Proactively work with managers to set clear expectations from day one. Make sure they’re ready to cover what success looks like in this role, key responsibilities, and short-term goals. Help managers outline how performance will be measured to help new employees prioritize.

Outside of specific role expectations, make sure to share any workplace norms like how teams collaborate at your company, who can answer what questions, and what’s expected of them from a stakeholder perspective as an employee.

The push for mental health advocacy at work is growing as new generations join the workforce. It’s no surprise that 79% of employees are more likely to stay in a role if they have access to high-quality mental health resources. Make sure employees know where to find support—whether it’s an Employee Assistance Program (EAP), wellness initiatives, or mental health services.

You aren’t at this alone though! Ask people managers to check-in with their new hires about more than just work and create a safe space where they can share and ask for help. While the honeymoon phase comes first, three to six months down the line they could face overwhelm before leveling out.

If employees learn during onboarding what’s available to them and who to rely on, they won’t have to awkwardly ask around or just pretend they’re okay.


Career growth is often promised in interviews, but is your HR team working with people managers to deliver? Organizations that have made a strategic investment in employee development report 11% greater profitability and are twice as likely to retain their employees. 

If new employees don’t see a clear path for advancement as promised, they may have buyer’s remorse or worse: Feel they can’t trust the company and start looking again. It’s a bad first impression that could really cost the company.


Once you’ve given some thought to the first six common mistakes, it’s time to develop a better, more structured onboarding program to avoid number seven: Disorganized ways of working.

Create a timeline for key milestones in the first week, month, and quarter. Start with company expectations, then work with team leads for department level, and then people managers for role-level add-ins where applicable. Yes, it’s a lot up front, but once you have the foundation, this is repeatable and could be automated through a form for each step.

Then, use your LMS or learning platform to complement the timeline. Add relevant and staggered training, track employee progress, and automate course updates. Blend your compliance training, company culture, and role-specific learning into one streamlined experience as much as possible.


Make onboarding effective and reliable for new hires

Onboarding is a pivotal moment for new employees—and if done wrong, you can expect higher turnover. But with the right approach, it sets them up for long-term success.

If you’re looking for ways to make onboarding smoother and more engaging, Go1 can help. We provide access to thousands of courses on everything from compliance to leadership, plus tools to personalize learning paths, track progress, and create a seamless new-hire training program.


Whether you need a centralized hub for learning, fresh content to keep employees engaged, or just a better way to structure the process, we’re here to support you. Want to see if Go1 can help you avoid some of these mistakes? Schedule a demo today.

80% of employees who feel undertrained plan to leave. Avoid these seven onboarding mistakes to keep new hires engaged, confident, and committed.

Onboarding mistakes that are affecting new-hire retention

Struggling with high turnover? 80% of employees who feel undertrained plan to leave. Avoid these seven onboarding mistakes to keep new hires engaged, confident, and committed.

For HR and L&D teams, compliance training is one more thing to get done—but if employees are skipping it, delaying it, or just clicking through without engaging, it creates more work for everyone.

Employees aren’t ignoring compliance training because they don’t care. They’re ignoring it because it doesn’t feel relevant, engaging, or flexible enough to fit into their work. According to our research, the top challenge L&D and compliance leaders in the US face with compliance training is employee engagement. And we’d bet that’s true in other parts of the world too.
Let’s break down the two most common compliance training roadblocks—and how to fix them.

Trainings feel irrelevant against day to day work

Employees disengage when training doesn’t connect to their day-to-day work. According to Gallup, only 11% of employees—not even a quarter—would strongly agree their coworkers apply what they learn through compliance training. When training is too generic, employees struggle to see why it matters to them, making it easy to ignore. A one-size-fits-all approach often means employees sit through content that has little to do with their role, making the experience feel like a waste of time rather than a valuable learning opportunity.

To keep employees engaged, compliance training should be tailored to their specific responsibilities as much as you can. A data security module for an IT team should look entirely different from one for customer service. 

But if that’s not an option due to time, team size, or budget, try tailoring your training to your company at the very least. For example, if you’re a remote-first organization, be sure to spend more time on cybersecurity over physical security. Real-world examples that mirror actual work experiences make training feel more practical and applicable.

It will also help them see how these safety measures can directly impact their roles and day-to-day decisions.

Employees forget or tune out the due date

When compliance training is just another mandated requirement, employees may tune it out all together. They figure that someone will chase them as a reminder. And even those who do care about following company policies may be frustrated if training is rigidly scheduled, must be completed in one sitting, or lacks reminders. They just keep telling themselves they’ll get to it, but never do.

When employees are given little choice in how or when they complete training, it can lead to resistance, procrastination, or rushing through the material without actually learning anything.

Giving employees more autonomy over their training experience can significantly increase engagement. Self-paced learning allows employees to complete training at a time that works best for them, rather than interrupting their workflow with inconvenient deadlines. Offering multiple formats and allowing for pauses also makes training more accessible. 

And to save yourself the chase, set automated reminders for those who aren’t on your completion lists!

A real success story: How GT's Living Foods 3x their engagement with Go1

GT’s Living Foods transformed compliance training by making it more accessible and proactive. The result? Active learners (those that are engaged in a set timeframe) tripled to over 300 employees. Instead of chasing employees down to complete training, the L&D team created a culture where learning happens naturally—beyond just the required courses. Read more about how they did it → 


With the right approach, compliance training gets done faster, engages employees more, and requires less admin. Go1 helps HR and L&D teams curate engaging, relevant, and flexible compliance training—without the extra workload.

Want to make compliance training something employees complete on the first send? Let’s get you closer to that goal. Speak to our team today!

Low engagement is the top challenge L&D leaders face with compliance training. Find out why employees aren’t completing the assigned courses and how to fix it.

Why employees ignore your compliance training

Employees ignore your compliance training—here’s why

Why training doesn’t always stick and what L&D leaders can do about it

You’ve invested time, budget, and energy into building training programs that matter. But even the most thoughtfully designed content can fall short if employees forget what they’ve learned just days or weeks later. It’s a common—and frustrating—reality in L&D.

At the heart of this challenge is the “Forgetting Curve,” a concept rooted in psychology but felt deeply in the workplace. Understanding and addressing it isn’t just about protecting your training investment. It’s about making sure people leave training not just knowing something new—but ready to use it.

First identified by psychologist Hermann Ebbinghaus, the Forgetting Curve is a model that illustrates how information is lost over time when there's no effort to retain it. Ebbinghaus’ research showed that without reinforcement, people forget roughly 50% of what they've learned within an hour, 70% within a day, and up to 90% within a week. The exact rate varies, but the pattern is clear: Without support, most new knowledge disappears fast.

In the context of workplace learning, that means much of a training session’s value can fade fast if employees aren't asked about what they learned or don't have the chance to use what they’ve learned on the job. The brain naturally prioritizes information that seems useful or regularly accessed. If something isn’t used, it’s pruned to make space for what is. This is why repetition, relevance, and application are critical in workplace learning.

For busy L&D teams, this creates a high-stakes dilemma. You’re expected to deliver programs that drive performance, not just participation. But how do you make learning stick when your learners are juggling competing demands—and your team is working with limited resources?

Reinforcement is the first step to learning retention

To combat forgetting, many L&D leaders turn to reinforcement strategies: Periodic refreshers, job aids, or short follow-up quizzes. These tools can help slow the Forgetting Curve, but they’re only part of the picture. If training lives in a vacuum—detached from daily tasks—it’s unlikely to create lasting change. The more our brain has to recall learnings in different ways, the more it's seen as useful and is held onto in our memory.

Retention improves when learning is tied to action. To counteract forgetting, researchers recommend techniques like retrieval practice (recalling information repeatedly over time) and spaced repetition (revisiting material at strategic intervals). These methods strengthen memory traces and make recall more reliable—especially when paired with real-world application.

When employees are encouraged (and enabled) to apply new knowledge immediately, they'll be more likely to remember it and see it as useful. And more importantly, they’re more likely to get better at it.

It should be no surprise that the most effective training programs will prompt immediate action. Here’s how to build that mindset into your programs:

Set clear expectations early
Let learners know that applying new knowledge isn’t optional—it’s the goal. Make practical use a core part of the training promise.

Design with the real world in mind
Include scenarios, case studies, or role-specific tasks that mirror what they'll encounter on the job.

Support employees after the session ends
Job aids, checklists, and quick-reference guides can help employees bridge the gap between training and real-world applications.

Build in reflection
Encourage teams to share what they tried, what worked, and where they’re still stuck. 

Practical impact for mid-market L&D teams

For L&D leaders, the takeaway is clear: Retention doesn’t happen by accident. It’s built into the design of the learning experience—from how content is delivered, to how it’s reinforced, to how it's applied.

If you’re leading L&D in a small to mid-sized organization, it's likely you wear multiple hats. You’re balancing urgent requests, compliance deadlines, and long-term development goals—all with a lean team and a finite budget. Reinforcement, redesign, or tackling a new model like this may sound like too much.

Focusing on learning application is about making the training you already offer more useful, more memorable, and more likely to drive performance. When employees apply what they learn, everyone wins: Learners retain more, managers see results faster, and L&D can show impact beyond attendance rates. Start small, with just one action today that can help your teams remember what they learn.

Overcome the Forgetting Curve in corporate training

Employees will forget up to 70% of what they've learned today. Find out why and what you can do about it.

Compliance isn’t just another admin task. For L&D leaders, it’s a powerful way to build trust, support your people, and strengthen ties with HR and compliance teams. The catch? Regulations like the Fair Work Act 2009, the Privacy Act 1988, and state-level mandates are constantly changing, turning compliance into a moving target. 

And when you’re balancing urgent requests, shifting priorities, and broader business needs, it’s tough to stay ahead. That’s why we've pulled together a go-to list of key regulations L&D and HR teams are usually on the hook for—so you can start smart and stay ready. 

The smartest way to deliver compliance training is with content aggregation 

Managing compliance training across multiple providers can be a hassle—always sourcing content and ensuring it meets the latest regulations. A content aggregator removes that complexity by bringing training from multiple providers into one central platform. Instead of buying individual courses from specialized vendors, L&D teams get access to a comprehensive library of regularly updated compliance training—all under a single subscription. 

Why would this simplify compliance training? 

Consolidate vendors: Instead of juggling contracts with different vendors, you get instant access to a comprehensive, regularly updated library covering everything from HR compliance to cybersecurity to financial regulations.  

Reduce the risk of outdated training: With an aggregator, you’re not dependent on a single content creator to keep your regulatory training up to date. Instead, you benefit from a network of trusted providers, ensuring that new compliance courses are timely and aligned with the latest regulations. 

Easier reporting: Lastly, with seamless integrations, tracking completions, generating reports, and proving compliance is easier than ever. Less admin work, more confidence that your team is covered. 

Getting started with compliance: Australia-specific regulations overview 

A solid compliance training program should cover key areas like HR regulations, financial ethics, data privacy, cybersecurity, and workplace safety. Not sure where to begin? Below, we’ve outlined essential AU regulations that businesses need to follow to stay compliant. 

1. HR Compliance: Preventing discrimination and harassment 

HR compliance laws and regulations require employers to train employees on workplace conduct, anti-discrimination policies, and employee rights. State-specific training is also essential, especially for harassment prevention laws in states like California, New York, Connecticut, and more. 

2. Ethics and Financial compliance: Reducing fraud and corruption 

Financial compliance training helps employees navigate insider trading laws, anti-bribery regulations, and ethical decision-making, reducing the risk of legal violations. Companies are also required to implement fraud prevention measures and whistleblower protections to maintain transparency and accountability. 

Insider trading and financial conduct  

Fraud detection and whistleblower protections 

Conflicts of interest and risk management 

Competition and Consumer Act 2010 (CCA) 

3. Data privacy and Cybersecurity: Protecting sensitive information 

As cyber threats grow, businesses must equip employees with the skills to protect sensitive data. Regulations enforce strict data security measures to prevent breaches and safeguard consumer privacy. 

Handling sensitive data (HIPAA, GDPR, CCPA) 

Phishing and social engineering awareness 

4. Workplace health and safety: Meeting OSHA standards 

Workplace safety training covers everything from fire safety to emergency response, helping employees recognize hazards and react quickly in a crisis. OSHA regulations set the standard, requiring training on ergonomics, first aid, and proper equipment use to maintain a safe work environment. 

Compliance training doesn’t have to be clunky or complicated. The smarter way? One subscription that pulls trusted content from hundreds of providers into one place—always current, always compliant. No more chasing down vendors or wondering if your team’s training is up to date. With streamlined reporting and built-in integrations, Go1 makes staying audit-ready the easiest part of your job. 

To go a step further, check out our downloadable AU Regulation Guide for a simple guide to key AU compliance regulations with Go1's recommended training content. 

Spend less of your time chasing new compliance training and more of it focusing on what actually matters: Developing people. 

Disclaimer: This publication is intended only to provide a summary and general overview of matters of interest. It is not intended to be comprehensive, nor does it constitute legal advice and should not be relied upon as such. We attempt to ensure that the publication is current, but we do not guarantee its currency or accuracy. You should seek legal or other professional advice before acting or relying on any of the information to verify its accuracy, completeness, and relevance to your situation. We are not responsible to you or anyone else for any loss suffered in connection with the use of this publication.  

Not sure where to start when it comes to regulatory compliance training in Australia? These are the most common laws your company needs to cover.

A guide to Australian regulatory compliance training for L&D leaders

Not sure where to start with compliance training in Australia? This quick guide breaks down the most common regulations you need to cover.

An L&D leader's guide to regulatory compliance training in Australia

Compliance training might look like a checkbox from the outside — but L&D leaders know it’s a chance to protect people, build trust, and support HR in keeping the business on track. The reality? Regulations like sexual harassment laws, Equality Act 2010, Bribery Act 2010, and UK GDPR are always evolving, and staying current can feel like a job in itself. 

You’re already juggling a dozen priorities — supporting change, building skills, handling last-minute training requests — so leading compliance with confidence isn’t always easy. That’s why we’ve created a quick guide to help you cut through the noise and get a handle on the most common regulations L&D and HR teams are expected to cover. 

The smartest way to deliver compliance training is with content aggregation  

Managing compliance training across multiple providers can be a headache—constantly sourcing courses and ensuring they meet the latest regulations. A content aggregator eliminates that hassle by bringing training from multiple providers into one central platform. Instead of piecing together niche courses from different vendors, L&D teams gain access to a comprehensive library of compliance training—all from a single, streamlined solution. 

Getting started with compliance: UK regulations overview 

A well-rounded compliance training program should include key areas like HR regulations, financial ethics, data privacy, cybersecurity, and workplace safety. Not sure where to begin? Below, we’ve outlined essential US regulations that businesses need to follow. 

UK employment laws require employers to train staff on workplace conduct, anti-discrimination policies, and employee rights. Industry- and region-specific training is also key, especially for harassment prevention, modern slavery awareness, and inclusive recruitment practices. 

Harassment prevention (state-specific requirements) 

2. Ethics and financial compliance: Reducing fraud and corruption 

From avoiding insider trading to complying with anti-bribery laws, financial compliance training helps employees make ethical decisions and stay within legal boundaries. Regulations also mandate fraud prevention measures and strong whistleblower protections to safeguard businesses and their employees. 

Money Laundering Regulations (AML) 2017 

As cyber threats increase, companies need to equip employees with the skills to protect sensitive data. Regulations require strict data protection measures to prevent breaches and uphold consumer privacy. 

Privacy and Electronic Communications Regulations (PECR) 2003 

Network and Information Systems (NIS) Regulations 2018 

From fire safety to emergency preparedness, workplace safety training ensures employees can identify hazards and respond effectively in crises. OSHA regulations set the foundation for workplace safety, requiring training on topics like ergonomics, first aid, and proper equipment handling. 

Control of Substances Hazardous to Health Regulations 2002 (COSHH) 

The Regulatory Reform (Fire Safety) Order 2005 

Health and Safety (First Aid) Regulations 1981 

Display Screen Equipment (DSE) Regulations 1992 

To go a step further, check out our downloadable UK Regulation Guide for a simple guide to key UK compliance regulations with Go1's recommended training content. 

Disclaimer: This publication is intended only to provide a summary and general overview of matters of interest. It is not intended to be comprehensive, nor does it constitute legal advice and should not be relied upon as such. We attempt to ensure that the publication is current, but we do not guarantee its currency or accuracy. You should seek legal or other professional advice before acting or relying on any of the information to verify its accuracy, completeness, and relevance to your situation. We are not responsible to you or anyone else for any loss suffered in connection with the use of this publication. 

Not sure where to start when it comes to UK regulatory compliance training? These are the most common laws your company needs to cover.

A guide to British regulatory compliance training for L&D leaders

Not sure where to start with compliance training in the United Kingdom? This quick guide breaks down the most common regulations you need to cover.

An L&D leader's guide to regulatory compliance training in the UK

Compliance training often feels like a box to check—but for L&D leaders, it's an opportunity to protect people, build credibility with employees, and strengthen partnerships with compliance and HR teams. 

Regulations like sexual harassment prevention by state, ADA, Title VII, FMLA, and HIPAA change constantly, making compliance training feel like a full-time job. L&D professionals often need to wear many different hats—like helping the business navigate change and build critical capabilities. But staying ahead of the curve isn’t easy when you're pulled in different directions. Between urgent training requests, compliance deadlines, and shifting priorities, it can feel impossible to step back and lead with confidence. 

We know it’s not easy to keep up. That’s why we’ve put together a list of common regulations HR and L&D leaders are often responsible for—to help you get started with compliance training.  

Instead of juggling multiple providers and worrying about whether your training is compliant, a content aggregator can simplify your search. A content aggregator is a platform that pulls together training content from multiple providers into one centralized system. Rather than purchasing niche courses from specialized, single providers, L&D teams can get access to training content from hundreds of providers under one umbrella. 

Getting started with compliance: US regulations overview 

When it comes to building a general compliance training program, we see most customers prioritizing the essentials—HR compliance, financial compliance, and ethics, data privacy and cybersecurity, and workplace health and safety. 

Not sure where to start? Keep reading for a list of common US regulations that companies typically need to cover. 

Title VII of the Civil Rights Act of 1964 

Age Discrimination in Employment Act (ADEA) 

From preventing insider trading to adhering to anti-bribery laws, financial compliance training ensures that employees act ethically and avoid legal violations. Regulations also require companies to implement fraud prevention and whistleblower protections. 

3. Data privacy and cybersecurity: Protecting sensitive information 

With cyber threats on the rise, companies must train employees to handle sensitive data properly. These regulations mandate data protection measures to prevent breaches and ensure consumer privacy. 

General Data Protection Regulation (GDPR) 

Health Insurance Portability and Accountability Act (HIPAA) 

Occupational Safety and Health Act (OSHA) 

Emergency Action Plan (EAP) Standard (29 CFR 1910.38) 

To go a step further, check out our downloadable US Regulation Guide for a simple guide to key US compliance regulations with Go1's recommended training content. 

Not sure where to start when it comes to US regulatory compliance training? These are the most common laws your company needs to cover.

A guide to US regulatory compliance training for L&D leaders

Not sure where to start with compliance training in the United States? This quick guide breaks down the most common regulations you need to cover.

An L&D leader's guide to regulatory compliance training in the United States

HR and L&D teams know one thing for sure: change is constant. But helping employees adapt to change smoothly? That’s the real challenge.

Whether it’s implementing a new learning platform, rolling out compliance training, or restructuring performance management, employees often feel uncertain, overwhelmed, or resistant—which can slow down progress.

The good news? There’s a better way to approach change—one that reduces employee frustration, increases engagement, and makes transitions easier for everyone.

What’s holding you back today: Four common barriers to change in HR & learning

Employees don’t resist change for no reason—most pushback comes from one of four common roadblocks. Understanding these barriers helps HR teams implement change in a way that feels natural, not disruptive.

Resistance from employees and managers: Change management in HR often causes fear and resistance, especially when employees and managers are unfamiliar with new systems or training programs. This reluctance can slow adoption.

Lack of clear communication: Unclear communication about why and how changes are happening creates confusion and disengagement, making employees less likely to embrace new initiatives.

One-time implementation mindset: HR transformation strategies require ongoing iteration. Treating changes as one-time events rather than an evolving process leads to training programs becoming outdated or ineffective over time.

Misalignment with business goals: Employees disengage when they don’t see how new initiatives align with personal or organizational goals. Without a clear connection to their daily work, adoption slows.


Five way to make change management easier

Agile methods and continuous feedback help HR teams implement change in a way that’s flexible, effective, manageable and people-centered. Here’s how:

An agile approach emphasizes small, iterative changes over large, one-time implementations.

Instead of rolling out a major initiative all at once, HR and L&D teams can:

Start with small groups to test key components

Gather feedback from employees in real time

Refine the program before full-scale implementation

Why it works: This minimizes the risk of failure because teams can adjust based on real employee input rather than committing to a full-scale rollout without knowing what might go wrong.

2.  Make change a continuous improvement cycle 

In an agile process, change isn’t a one-time event—it’s an ongoing cycle of improvement. As feedback comes in, HR and L&D teams make small, manageable adjustments to the initiative.

Updating training formats based on employee feedback

Tweaking course content to stay relevant and engaging

Refining system features to remove friction

Why it works: Instead of employees feeling forced into rigid systems that don’t work for them, continuous improvement ensures their feedback shapes the change process—increasing engagement and adoption.

Breaking change into smaller steps makes it easier for employees to adopt. HR teams can:

Offer opt-in early adoption so employees can explore new systems before a full rollout.

Use incremental tech rollouts to introduce new tools in phases, starting with the most essential features.

Run pilot programs to test initiatives before broad implementation.

Why it works:  A phased approach reduces resistance and confusion, making change feel more manageable.

Agile change management relies on frequent, transparent communication to keep employees informed. This includes: