Morgan by Go1 launches as a standalone AI workforce enablement brand. Technology · OCT 21, 2026 PR Newswire Built to address the "Activation Gap" identified in new research, Morgan by Go1 helps HR and L&D teams turn learning into measurable workforce progress SAN... Built to address the "Activation Gap" identified in new research, Morgan by Go1 helps HR and L&D teams turn learning into measurable workforce progress SAN FRANCISCO, Oct. 21, 2026 /PRNewswire/ - Go1, a technology company built around how people learn and work, today announced the launch of Morgan by Go1, a new standalone brand focused on workforce enablement, designed to help HR and L&D teams turn learning and capability priorities into measurable workforce progress. Built on Go1's learning ecosystem and content intelligence, Morgan helps organizations coordinate follow-through, surface useful signals, reinforce learning and act on workforce priorities. Go1 provides the foundation for building skills and maintaining compliance; Morgan focuses on what happens next. "Learning remains the foundation, but assigning a course or completing training cannot be the finish line," said Chris Eigeland, CEO of Go1. "Organizations are being asked to build skills, adopt new technology, maintain compliance and prepare people for constant change. Morgan gives HR and L&D teams a way to run the work that comes next without adding more manual coordination." New research reveals the "Activation Gap" Research published alongside the announcement points to what the company calls the "Activation Gap": the disconnect between the learning organizations provide and the guidance, action, reinforcement and visibility needed to turn learning into workforce progress. * To download the report, The Workforce Enablement Era, visit https://morgan.go1.com/report-workforce-enablement-era. The research found that organizations have expanded access to learning, but employees still lack the guidance needed to turn it into meaningful progress. Only 49% of employees report having both access to learning and guidance on what will help them progress. While employees are confident they know which skills they need, they aren't consistently receiving recommendations on how to develop them: * 91% are very or somewhat confident they know which skills will matter most for their role over the next 12-24 months. * Yet just 6% always receive recommendations on what to learn next, while 28% rarely or never do. Managers are also expected to be heavily involved in employee development, with 94% saying they support it always or often. But the follow-through needed to help employees apply what they've learned puts additional pressure on managers: * Lack of time is the most common barrier to following up after learning, cited by 48% of managers. * Lack of visibility is a barrier for 32%, while 26% point to too much administration. The same gap makes it harder for HR and L&D teams to demonstrate impact. Nearly 8 in 10 L&D leaders report pressure to show learning's contribution to business outcomes, underscoring the need for better visibility into whether learning translates into meaningful action and capability. "Workforce enablement represents the next evolution of workplace learning. By connecting learning more closely to business priorities, manager action and workforce readiness, organizations can move beyond providing access and create the conditions for capability to translate into performance," said David Green, Co-Founder and Managing Partner at Insight222 and host of the Digital HR Leaders podcast. At the same time, HR & L&D leaders see an opportunity for AI to help close the gap; 88% say it will be important in moving their teams from administration toward more strategic workforce enablement. "Learning teams are starved for time, managers are in a similar situation, and the individuals in the workforce are the ones who miss out," said Ben Eubanks, Chief Research Officer, Lighthouse Research & Advisory. "The age-old problem of learning has been to connect development to outcomes and value. Workforce enablement feels like the missing link that teams need to not only demonstrate impact of employee development but also to accelerate that impact with context, guidance and clarity." Morgan by Go1 runs what happens next For HR and L&D teams, closing the "Activation Gap" requires more than expanding access to learning. It means giving employees clearer guidance on what to do next, helping managers follow through without adding to their workloads and providing greater visibility into whether development efforts are making a difference. Morgan is designed to help teams address these challenges by coordinating the work that happens after learning. Morgan's ambition for the workforce includes: * Reduce the burden of follow-through by automating learner reminders, tracking progress and escalating issues when needed. * Give HR and L&D teams greater visibility into learning progress, potential risks and where additional support is needed. * Help employees retain and apply what they've learned through knowledge checks, reflection questions and confidence prompts. * Connect learning to workforce priorities by surfacing capability gaps, recommending practical next steps and tracking what changes. Morgan brings guidance and follow-through into the tools employees and managers already use, including Slack and Microsoft Teams, helping teams keep development moving as part of everyday work. Morgan is designed to support human judgment rather than replace it. Admins define the job, set boundaries, approve sensitive actions, monitor exceptions and review outcomes. Morgan is generally available, with more capabilities continuing to launch. To learn more, visit morgan.go1.com. Methodology The Morgan Workforce Enablement Report is based on separate surveys of 210 individual contributors, 209 HR and L&D professionals, 249 people managers and 212 functional leaders across the United States, United Kingdom and Australia. Findings should be interpreted as comparisons across perspectives rather than direct organization-by-organization gaps. About Morgan by Go1 Morgan by Go1 is an AI-powered workforce enablement solution that helps organizations turn learning, compliance and capability priorities into measurable workforce progress. Built on Go1's learning ecosystem and content intelligence, Morgan helps HR and L&D teams coordinate follow-through, reinforce learning, surface meaningful workforce signals and take action to strengthen workforce readiness, all while keeping people in control. Go1 builds technology around how people learn and work. The company combines technology innovation, trusted content and intelligence across its portfolio and works with more than 10,000 organizations globally. Go1 helps organizations build capable, compliant and future-ready workforces through the world's most comprehensive learning ecosystem. Technology partnerships extend the portfolio's reach across the HR and learning ecosystem, bringing Go1 content and learning capabilities into the systems organizations already use. To learn more, visit Go1.com. Media Contact PANBlast for Go1 Zach Weismiller [email protected] SOURCE Go1 Published by News Desk · WeeklyReviewer The WeeklyReviewer news desk monitors breaking developments around the clock - sourcing, verifying, and publishing real-time industry news across business, technology, politics, science, sports, and world affairs. Every story that comes through the Live Wire is reviewed for accuracy before publication, keeping our readers ahead of the curve without the noise.

Back in 2016 we started Sunlight with a simple belief: learning is everywhere. Companies were just completely disconnected from it. Six years later we joined Go1 to build that vision at scale. For the past two years we've been proving it works with a handful of clients who've been with us since the beginning. Today, Go1 is taking it wide. It's the book your manager recommends after a tough quarter. The conference where something finally clicks. The coaching session that changes how you lead. Companies could technically fund this stuff, but the process was brutal. Employees pay out of pocket, submit receipts, wait to get reimbursed. Nobody's going through that for a $15 book. So one of two things happens: they don't buy it and the learning never happens. Or they buy it with their own money and the company loses all visibility. And that second one is the silent tragedy. Because when nobody knows what you're learning, you lose everything that comes with it. With Go1 Pay, every purchase shows up automatically in a shared feed. Your boss picks up a leadership book, it's there. The CEO starts a course, it's there. A colleague grabs tickets to a conference, it's there. Nobody has to announce anything. You just see what everyone around you is investing in. And something happens when you see people around you reading books, going to conferences, taking courses. It becomes infectious. You start thinking "maybe I should check that out" or "I've been meaning to learn about that." Learning stops being something HR assigns and starts being something the organisation does together. That's how you actually build a culture of learning. Not through mandates, but through visibility and agency. One number that sticks with me from our latest research: 47% of employees said they needed guidance multiple times last month just to succeed at work. Only 7% went to a learning platform. That gap is exactly what we built this for. Proud of the team that made it happen. This one took nearly a decade, but it was worth the wait. https://www.go1.com/go1pay | 12 comments on LinkedIn