Immersive Simulations offer a different experience from traditional courses and quizzes. A clear rollout helps learners understand why they are participating, what to expect, and how the resulting insights can support future learning.
Define the purpose and audience
Before preparing the simulation, decide:
Which team will own the rollout and learner communications
Which workplace risk or behavior the simulation will address
Which learners should participate
What you want learners to practice or demonstrate
Who will review the results
How the insights could inform follow-up learning, awareness, or support
Immersive Simulations give learners a controlled environment to practice responding to realistic workplace situations. Position the rollout as a way to understand learning needs—not as a way to single out learners who need further development.
Prepare the simulation
Before assigning the simulation:
Select a suitable simulation for your audience.
Personalize the workplace situation and context.
Review the opening line and assessed behaviors.
Confirm which behaviors are required.
Review the assessment criteria and any calibration input.
Add relevant policy guidance, if applicable.
Preview the learner experience.
Confirm that the simulation reflects your organization’s expectations and risk tolerance.
Publish the final simulation.
To get started, explore available simulation topics. For the complete workflow, see Create and publish an Immersive Simulation.
Consider a pilot
Before a wider rollout, consider asking your HR, L&D, or compliance team—or a small representative group of learners—to complete the full experience.
A pilot can help your rollout team understand:
What learners experience before, during, and after the conversation
How the assignment and results flow through your learning platform
Whether the situation and instructions are clear
Whether the assessed behaviors reflect your expectations
What results administrators receive
What questions or concerns learners may raise
Whether your planned communications provide enough context
Use what you learn to improve the simulation, communications, and support available before the wider rollout.
Prepare learners and communicate what to expect
Some learners may not have spoken with an AI-powered avatar before. Acknowledge that the format may feel unfamiliar and explain that the avatar is designed to support a responsive workplace conversation, but may not behave exactly like a real human.
Encourage learners to focus on the situation and respond to the best of their ability. They do not need to follow a script or use perfect wording.
Your learner communications should include:
Why the simulation is being assigned
How it supports your learning or compliance program
The simulation topic
The assignment due date
Where learners can access it
That it involves a conversation with an AI-powered avatar
That learners have up to six minutes for each attempt
That learners have one retry and a maximum of two attempts
That voice is recommended, with text available as an alternative
That the complete conversation is assessed using AI
What results learners and administrators can see
How the resulting insights will inform future learning or support
Where learners can find instructions for completing the simulation
Let learners know that they can report a technical issue from within the simulation and try again. Share Complete an Immersive Simulation for instructions.
Explain that the simulation is not intended to single out or penalize learners. It provides an opportunity to practice, while helping your organization identify common areas where additional training, awareness, or support may be valuable.
Sample learner communication
Sample learner communication
You’ve been assigned an Immersive Simulation about [topic], due [date].
This is not a traditional training course or quiz. You’ll take part in a workplace conversation with an AI-powered avatar and respond to the best of your ability as if you were in that situation. Speaking with an AI avatar may feel unfamiliar at first, and you do not need to follow a script or use perfect wording.
You have up to six minutes for each attempt and one retry, giving you a maximum of two attempts. We recommend using your voice for the most natural experience, but you can use text instead.
After completing the simulation, you’ll receive an overall outcome and feedback, along with outcomes and feedback for each behavior assessed. Administrators can see the same results and feedback shown to you, but cannot see your conversation transcript.
We will use the insights to understand where further learning, awareness, or support may be helpful. Learn more about how to complete an Immersive Simulation.
Explain how results support learning
Unlike completion data alone, Immersive Simulation results provide insight into how learners applied their knowledge and judgment. The overall pass rate gives you a high-level view of how completed learners performed, while results by behavior help explain where learners commonly demonstrated understanding or may need further development.
Together, these insights can help your HR, L&D, or compliance team:
Identify behaviors learners commonly demonstrate
Identify behaviors that may need greater reinforcement
Tailor follow-up training to demonstrated needs
Clarify policies, procedures, or expectations
Develop more relevant resources, communications, or support
Administrators can view individual results, but the rollout should emphasize what the results reveal about broader learning needs. Results are intended to support learning and development and should not be used alone to make employment or disciplinary decisions.
Learn more about how AI assessment works in Immersive Simulations.
Decide how results will be used and shared
Only administrators can view learner results by default. Managers do not receive access automatically, but administrators can export results and choose to share them with managers when appropriate.
No learner, administrator, or manager can access conversation transcripts. Transcripts are used by the AI to assess the conversation. If you plan to export and share learner results beyond the administrator team, explain this to learners before they participate.
Before assigning the simulation, agree on:
Who will review or export results
Whether results will be shared with managers
How completion, overall pass rate, and behavior-level trends will be interpreted together
How you will identify common development needs across the learner group
What types of follow-up learning or support may be considered
Who will decide and coordinate any follow-up action
How learner questions will be handled
How results will be used consistently and appropriately
For instructions on accessing and interpreting results, see Review Immersive Simulation results.
Assign the simulation
Assign the simulation in the learning platform used by your organization and include a clear due date.
To assign in Go1 Learn, see Assign an Immersive Simulation.
To use a supported partner learning management system, see Publish and assign an Immersive Simulation through your LMS.
Monitor, learn, and improve
After learners begin completing the simulation, review the results in the following order:
Check completion. Make sure enough of the intended learner group has completed the simulation before drawing conclusions from the results.
Review the overall pass rate. Use this as a high-level indication of how completed learners performed against the required behaviors.
Review results by behavior. Identify behaviors that learners commonly demonstrated and behaviors that frequently need development.
Look for meaningful patterns. Consider whether the results point to a shared knowledge gap, an unclear process, or an expectation that may need greater reinforcement.
Plan targeted follow-up. Use the patterns to inform more relevant training, policy communications, manager guidance, resources, or other support.
Avoid interpreting the pass rate on its own. Two learner groups may have a similar pass rate but need support with different behaviors. Behavior-level results help you understand where follow-up may be most useful.
For example, if many learners need development on the same escalation behavior, your organization could reinforce when and how concerns should be escalated. This may be more useful than asking everyone to repeat broad training that covers information they already understand.
Learners and administrators can provide feedback directly to Go1 from within Immersive Simulations. Learner feedback is sent to Go1 and is not shared with your organization’s administrators.
If you want feedback for your own rollout review, collect it separately from your learners. You can share common themes and other feedback with Go1 by selecting Provide Feedback in Immersive Simulations or by contacting your Go1 Customer Success Manager.
A simple rollout summary
Review and preview the simulation.
Explain the purpose and experience to learners.
Assign the simulation with a clear due date.
Review completion, overall pass rate, and behavior-level trends, then plan targeted follow-up.