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According to data revealed by Meltwater earlier this year, 62.3 percent of the world’s population is active on social media. The same study claims we are online for about 6 hours and 40 minutes daily. This confirms what we all suspect: these platforms have undoubtedly managed to get users’ attention and build loyalty. Given this reality, many sectors are now analyzing which critical aspects of social network models can be exported to other fields to maximize their capacity to generate engagement.
HR teams face significant challenges in achieving high employee engagement, partly because of the radical change in work mentality over the past few years. On the other hand, incorporating new generations into the workforce also impacts engagement.
Moreover, technology plays a different role in organizations’ daily operations, revolutionizing how specific tasks are executed and how teams coordinate and communicate. All this leads to multiple cultural changes occurring within organizations that HR teams must address.
However, organizations continue to be stuck in outdated paradigms of human interaction, which are incompatible with this shift in mentality. To address this issue, organizations must discover new approaches to adapt and survive in the new context
Rethinking Corporate Learning
Corporate learning is one of
