1. Define the action
Choose one specific behavior that matters to the program. Describe the situation where participants will use it and what a useful attempt looks like.
Help people use what they learn at work.
Turn a learning session into a clear workplace action, supported practice and a review of what happened. Explore GWork for your next leadership or team learning program.
I will spend 10 minutes clarifying expectations and responsibilities with my team.
The workshop ends. What happens back at work?
- Good intentions → No specific action to try
- Busy schedules → Practice gets pushed aside
- Unclear ownership → Follow-up gets missed
- Managers left out → Support is inconsistent
- Completion reports → Little evidence of application
GWork categorically changed our business
“We increased proactive feedback and communication by 30% in the last 6 months.”
Maritha Erasmus
Director at MTS
A culture of ongoing constructive conversations
“GWork made it easy to manage productivity and performance.”
Thato Mmaditla
HR Executive at YES
Increased team performance
"Highly recommend for increasing team performance.”
Theodore Moulos
CEO at Growth Rocks
Build the follow-through into your programme.
Participants need opportunities to apply a skill, managers need a clear support role, and L&D needs useful evidence of what happened. Define those responsibilities before adding more reminders or tools.
A learning session needs a plan for what happens next.
Meet GWork
Build follow-through into your learning program
Start with a specific behavior participants can practice in their own work. Plan when they will try it, how managers will support them and what evidence you will review. Explore the free kit first, then discuss whether GWork fits your program.
From a learning objective to workplace practice
2. Support the practice
Plan opportunities to try it in real work. Agree who will offer feedback, what managers need to do and how to address barriers.
3. Review the evidence
Ask what participants tried, collect appropriate examples and decide what to change. Keep participation, application and business outcomes distinct.
You can start this cycle manually with the free kit. For product support, discuss your requirements and confirm the available capabilities with GWork.
Explore training reinforcementFrom a learning objective to workplace practice
Start with one cohort and one observable action. Agree when people can practise, who will support them and how you will review what happened.
Define the action
Turn the session into a specific action: what will the participant do, in which work situation, and what would a useful attempt look like?
Support the practice
Identify a real opportunity to try the skill. Give managers a clear role in rehearsal, feedback and removing barriers.
Review and adapt
Discuss what people tried and bring appropriate examples. Separate missing opportunities from missed attempts, then agree the next step.
One clear action. A real opportunity. A useful review.
Measure application after learning.
Agree what useful evidence looks like before the program starts. Attendance and confidence alone do not show that a skill is being used at work.
Workplace action
What will participants do differently, and when will they have a chance to try it?
Manager support
Who will make room for practice, discuss obstacles and offer feedback?
Evidence of use
Combine participant reports with an agreed work example or manager observation where appropriate.
Review and adapt
Review what happened, what got in the way and what support is needed next.
Reported practice is a useful signal. It does not establish business impact or prove that training caused a result.
Use the Level 3 evaluation questionsBuilt from consulting work with
What Makes GWork Different?
A behavior-first system that lives where your work already happens.
Behavior-first
Not another checklist tool
No extra platforms
Built inside your current systems
Track real behaviors
Not just task completion
Habit streaks & nudges
Drive engagement like Duolingo
Role-based dashboards
Improve performance with visibility, not micromanagement
Where learning needs follow-through
Start with a programme where participants have a real chance to practise.
Leadership development
Turn feedback, delegation or coaching skills into actions managers can try at work.
Sales and service training
Choose a specific customer conversation or team-coaching practice to review.
Team learning sessions
Agree a shared action and who will support it between sessions.
Provider-led programmes
Connect successive modules with practice, feedback and a useful review.
A clear role for everyone in the learning programme
For L&D leads
For facilitators
For participants
For managers
For L&D leads
Illustrative example: a manager-development cohort
Choose one feedback behaviour from the workshop. Agree the practice opportunity, manager support and review date before the cohort leaves.
At the review, separate who responded, who had an opportunity and what evidence of application is available.
For facilitators
Illustrative example: the close of a workshop
Help each participant describe one action they will try in a real work situation. Ask what support they need and who will follow up.
Use the next session to discuss attempts and barriers, rather than assuming the learning has transferred.
For participants
Illustrative example: putting feedback skills into practice
At the next project review, describe one specific observation, explain its effect and ask for the other person’s perspective.
Bring a brief example of what you tried and what you learned to the follow-up conversation.
For managers
Illustrative example: supporting an upcoming conversation
Help the participant find an opportunity, rehearse the opening and make time to practise.
Ask what happened, discuss useful feedback and agree the next attempt. A single example is a starting point, not proof of lasting behaviour change.
Where is your learning program getting stuck?
Choose a useful next step for your program.
The session is over. What happens next?
Turn one learning objective into a workplace action, a practice opportunity and a manager check-in.
Get the free action-plan kitFollow-up keeps getting missed.
Use a practical checklist to assign responsibility and plan follow-up around real work.
Use the follow-up checklistWe need evidence that learning is being used.
Choose questions that explore application, examples and barriers rather than satisfaction alone.
Choose Level 3 questionsWe want to explore support from GWork.
Bring one program, its intended workplace behavior and your follow-up challenge. Discuss fit, scope and what would need to be verified.
Discuss your learning program
Start with one learning session
Bring a leadership workshop, manager programme or team learning session. Choose the workplace action you want people to practise next.
Make the learning useful in everyday work
Connect the session to a practice plan, manager support and an evidence review.
Turn the learning into a clear action
Choose a behaviour that participants can practise in a real task or conversation. Make the action specific enough to discuss and review.
- A specific workplace action
- A realistic practice opportunity
- An agreed review date
Give managers a practical support role
Make it clear how a manager can help before and after an attempt. Use the check-in to understand barriers and decide what support is needed.
- Rehearse an upcoming conversation
- Make time and space to practise
- Discuss feedback and the next attempt
- Plan follow-up around a real opportunity to practise
Fit the follow-through around real work
Plan the practice around the tasks, conversations and tools your participants already use. Discuss your delivery environment with us to confirm the right GWork setup for your programme.
- A practical starting point
- Clear participant and manager responsibilities
- Support that fits the work context
Review evidence of learning in use
Look at what participants tried, the support they received and the evidence available. Keep participant reports, manager observations and work samples distinct.
- Separate participation from application
- Identify opportunities and barriers
- Agree what to continue or change
Suitable for all roles and responsibilities
For Managers
For Teams
For Employees
For People Leaders
For Managers
For Teams
For Employees
For People Leaders
For the people responsible for learning in use
GWork focuses on what happens after a learning session, with a practical next step for programme owners, providers and managers.
GWork focuses on what happens after a learning session, with a practical next step for programme owners, providers and managers.
L&D and programme owners
Plan the follow-through for a cohort and prepare a useful review with your programme sponsor.
Training and coaching providers
Extend the work between sessions while keeping your curriculum and client relationship at the centre.
Managers supporting learners
Make room for practice, offer feedback and discuss what to try next in everyday work.
Learning becomes useful when people have a clear action, a real opportunity to try it and support to learn from the attempt. That is the follow-through GWork focuses on.
Oran Cohen
GWork founder
Who we are
GWork helps L&D teams and training providers focus on learning in use. Our work brings together workplace actions, supported practice and evidence review, informed by our experience in organisational development.
Got questions?
L&D teams, training providers and managers who want to support the application of learning after a workshop or programme. Start with a session and a specific workplace action.
Yes. Bring one programme, the people taking part and the action you want to support. We’ll discuss the appropriate scope and setup before you commit.
No. The kit contains editable materials and an Excel tracker you can use manually. It does not create participant accounts or send reminders automatically.
The focus here is application after learning, rather than course delivery. Tell us what you already use so we can establish fit and confirm any setup or integration requirements.
Bring a learning topic, an approximate cohort size and your follow-through challenge. We’ll explore the relevant GWork workflow, practical requirements and whether there is a fit.
Improve Work Performance One Habit at a Time
Every quarter lost to poor execution costs more than GWork ever will. Don’t guess which habits matter—get a blueprint based on behavioral science.
Give your next learning session
a practical next step.
Start with the free follow-up kit, or discuss how GWork could support practice after your program.
Choose a workplace action, plan manager support and review evidence of application.
The Real Problem Isn’t Tools
It’s Team Habits
You’ve already tried dashboards, meetings, and productivity apps. Still: missed deadlines, unclear priorities, inconsistent ownership.
What’s missing? Your team doesn't have a system to improve team habits—one that builds the right behaviors into the natural flow of work.
$62.4M
Poor communication and misaligned behaviors cost companies per year.
(Holmes Report)
How GWork Bridges the Gap
GWork delivers science-backed behavior nudges where your people already work—helping you improve team performance without adding more meetings, apps, or complexity.
This is the modern answer to how to improve workplace performance that sticks.