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.

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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:

Regular updates about changes, progress, and adjustments.

Dedicated communication channels to answer employee questions and highlight the benefits of upcoming changes.

Why it works: When employees are kept in the loop, they feel more confident in the change process and understand that it’s designed to improve their experience.

5. Collaborative across teams for a strong rollout 

Agile methodologies promote cross-functional collaboration, ensuring that HR, L&D, IT, and other departments work closely together to implement and refine initiatives. 

Why it works: A collaborative approach brings in diverse perspectives, making the change process smoother and more well-rounded.

Avoid chaos in your next workplace change 

By using agile, feedback-driven processes, HR and L&D teams can implement change more effectively, avoid common pitfalls, and ensure that initiatives are adaptable, employee-centric, and continuously improving. This creates a much smoother and less chaotic transition, leading to better outcomes for both employees and the organization.

With content providers like Go1, any organization can approach change in their HR and learning initiatives with confidence and avoid common objectives to workplace learning. With thousands of courses on practically any subject matter in any format, employers can avoid resistance to change, misalignment, and more, and give employees access to any type of learning material they want on virtually any subject.

Book a demo today to find out if Go1 is right for you.

HR leaders can help employees navigate change with less stress. Learn the four biggest barriers to change and five strategies to make workplace transitions smoother.

5 proven ways HR teams can make change management easier

The latest and greatest in learning is here. We’ve expanded our library with new providers like iNE Security and StudyAcademy, and added hundreds of new courses from existing providers like Cyber Eclipse —making it easier than ever for employees to stay compliant and develop business-critical skills. 

What’s new and trending on Go1 this quarter? 

New Cybersecurity Provider: iNE Security 

We’re leveling up cybersecurity and cloud computing training with 90+ new courses from INE Security, now available for learners in North America. These courses offer structured learning paths, industry-recognized content, and real-world, hands-on experience—perfect for IT pros looking to stay ahead. 

Core topics: Cybersecurity, cloud computing, data science, networking 

Trending Course: Introduction to Networking Technologies (2.5 hours) 

Designed for beginners, this course covers networking security protocols and configuration basics—an essential starting point for aspiring network security professionals. 

Keeping up with compliance just got easier. Study Academy’s 30+ CPD-accredited courses provide up-to-date regulatory content tailored for the UK and EU. These short (but thorough) courses ensure teams meet compliance requirements—without the information overload. 

Core topics: Financial regulations, workplace safety, ethics, data protection 

Trending Course: Understanding Human Rights (45 minutes) 
 This course breaks down the essentials of human rights, their global impact, and why they matter in the workplace. 

More Bite-Sized Cybersecurity from Cyber Eclipse

Cybersecurity training shouldn’t be boring. Cyber Eclipse delivers 41 new courses that make learning fast, engaging, and even a little fun. Their humorous, short-form content helps teams quickly grasp key cybersecurity principles—without eye-roll-inducing corporate speak. 

Core topics: Phishing, password security, two-factor authentication 

Languages: English, French, German, Spanish, Japanese, Chinese 

Trending Course: Cybersecurity: Password Module - "Sharing Is Caring" (5 minutes) 
 This micro-course teaches employees how to create strong passwords (and why sharing them is a terrible idea). 

More New Content, More Learning Options 

Each quarter, we expand our library with new topics, formats, and languages to help teams stay compliant and keep skills sharp. This quarter’s focus on compliance and cybersecurity deepens our coverage in these essential areas. 

Want more? Check out other new content from Simmons Learning Solutions, Pointsbuild, and Play4Business. 

You can stay ahead of the latest trends and learning content when you sign up for our newsletter! You'll receive valuable L&D resources and tips directly to your inbox.

This month is all about understanding and preparing for compliance regulations in the year 2025. Read the full article to find course recommendations and new content providers to help your employees stay compliant and work through the day safely.

What’s new and trending in learning? March 2025

Explore what’s new in the Go1 library this quarter—fresh compliance and cybersecurity content from top providers, plus the courses learners are loving right now. 

Hybrid work has changed the game, making it harder—but even more essential—to build a strong learning culture. The right approach is so important to keep employees engaged; it fuels innovation, retention, and long-term growth. In our latest episode of our L&D in 20 podcast, it was the Dan duo, as our host Dan Haywood sat down with our very own Dan MacPhail, Go1’s Director of Organizational Capability. Dan M. shared his take on closing the gaps left by fewer informal workplace interactions, challenges and opportunities of hybrid work, and how organizations can build a learning culture that thrives. 

Go1 moved to a remote-first approach in February 2024. With team members across over 25 countries and some office sites still in place, we’ve figured out what works (and what doesn’t) for a global remote team. Here’s how we’ve built a thriving learning culture—and how you can do the same. 

Creating an environment where employees understand the value of continuous learning has positive effects for both the employees and the company. By integrating learning into the daily workflow, organizations can foster a culture where continuous improvement and skill development are the driving components of success. This approach not only enhances employee engagement and satisfaction but also drives better business outcomes. 

Dan puts it simply: "If we tell employees that learning matters but treat it as extra, we send the message that it doesn’t." Learning should be built into the job—not treated as an afterthought. 

At Go1, we don’t just talk about learning—we make it happen. Here’s how we embed learning into our culture: 

Access to Go1 Learning: Employees have access to a range of relevant development content through Go1, with learning budgets to spend on what matters to them. 

Dedicated Learning Days: Twice a year, the entire company steps away from day-to-day work to focus purely on learning, whether in teams or individually. 

Wellbeing Days: You can’t learn (and work) effectively if you’re burned out. Two annual wellbeing days (on top of paid holiday) help employees recharge, and know that even our executives are taking the day. 

Structured Growth Conversations: Three times a year, employees have dedicated check-ins to reflect on progress and map out their next steps—because growth shouldn’t be left to chance. 

A solid learning content offering is the key to our success at Go1. Dan explained, "Grasping the attention of a remote audience who isn't captured in a room requires more thought in terms of making sure that it's engaging." The best way to overcome this hurdle is to offer a variety of different content formats around a topic, so each employee can pick their preferred way of engaging with the material. 

Leadership buy-in is key. At Go1, our leaders don’t just encourage learning—they model it. Dan explains, "Leaders model and promote learning actively across the organization. We hear leaders at all levels of the organization talking about learning that they have recently done." Whether it’s after attending industry events, wider team meetings, or personal experience, they share what they’re learning, how it’s helped them, and why it matters. That kind of visibility sets the tone across the organization. 

How to build a learning culture in your organization 

Want to embed learning into your hybrid work environment? Start here: 

Make learning accessible: Use on-demand digital platforms so employees can learn when and where it works for them. 

Create informal learning spaces: Virtual coffee chats, peer mentoring, and learning groups make development feel organic—not forced. 

Get leaders involved: Have leaders share what they’re learning and champion development initiatives. 

Set aside time for learning: Without dedicated time, learning gets pushed aside. Make it a non-negotiable. 

Tie learning to business goals: Ensure learning programs align with strategic objectives so they drive real impact. Have executives champion sharing this. 

Prioritize wellbeing: Support mental health with dedicated wellbeing initiatives—because a well-rested employee learns and performs better. 

Want to dive deeper? Listen to L&D in 20 Episode 6: Building a thriving learning culture in hybrid environments with Go1’s Director of Organizational Capability, Dan MacPhail for expert insights on building a learning culture that works in hybrid environments. 

Episode 6 - Building a thriving learning culture in hybrid environments 

Creating a learning culture in a hybrid working environment comes with its challenges. Find out how Go1 bridges the gap and keeps employees engaged and learning.

Lessons from Go1: Building a learning culture in hybrid environments 

Between team meetings, time-sensitive emails, and looming deadlines, compliance training often feels like a task employees might overlook, and the L&D team can struggle to check-off their list. Employees will delay, ignore, or rush through these mandatory courses—sometimes not even passing the test at the end the first or second time.

But what if compliance training felt less like a chore and more like an activity that employees could complete efficiently without cutting corners?

In this article, we'll share practical strategies to reframe compliance training into a program that employees are more likely to complete successfully when they receive the first notification.

Use microlearning to increase engagement 

Long, dense compliance modules make it harder for employees to pay attention—let alone remember the content for review. Microlearning delivers short, focused compliance lessons that employees can fit into their workday—helping you increase training completion rates without overwhelming your employees.

Instead of assigning one extensive compliance course once a year, try breaking it into smaller segments delivered over time. For example, you could assign:

A 15-minute module on bullying prevention every other month

A 10-minute refresher on data privacy at the start of a new quarter

Go1’s content subscription includes providers like Easy Llama, whose courses use FaceTime-style video scenarios, and Marcom, which sets compliance lessons in real-world workplace situations. With these relatable styles and engaging formats, employees can really see how the rules apply.

Connect compliance to everyday work with real-world scenarios 

It’s challenging for employees to care about compliance policies if it feels completely disconnected from their daily work. Instead of assigning generic, outdated, one-size-fits-all training, try to personalize compliance training. Include scenarios that reflect your industry and workplace culture.

If your company recently experienced a data breach, walk employees through the exact steps that could have prevented it. Work closely with your IT team to choose the perfect courses.

If you're in manufacturing, you may have two versions of your training: One for the team on the manufacturing floor, and one for those working on the customer-facing side of the business.

In hospitality, simulations around customer harassment and prevention may need to be available with different cultural context so it feels more real.

Go1's course-builder and variety of localized content makes it easy to customize off-the-shelf compliance courses with your company’s policies—so employees learn what compliance really looks like in their role.

Learn practical strategies to make compliance training more engaging—so employees pay attention, participate, and complete the task.