LinkedIn has published a new report into the latest shifts in company and work culture, largely as a result of the pandemic, with many people’s approach to their career and professional development changing amid the ongoing re-shaping of the workforce and place.
As outlined by LinkedIn:
“Because of the pandemic, employees are rethinking their priorities and their relationships with employers. They’re seeking flexible work arrangements and more work-life balance. They want to work for employers who value their physical and emotional well-being. And they’re ready to walk away from those who don’t.”
LinkedIn’s 67-page ‘Reinvention of Company Culture’ report provides a detailed analysis of these changing attitudes and approaches, and how businesses can look to cater to employee needs, in order to build a better work environment.
The report looks at how people’s approach to their work is changing, particularly in regards to who they work for, and what they both represent and provide.
As you can see in this graphic, company culture is becoming a much bigger consideration, which is arguably because we now have more insight than ever into what each company represents, via social media posts and profiles. That underlines the importance of brands managing their external perception, and building a strong employer brand, which could also include empowering their employees to share relevant updates, reinforcing culture and ethos.
The report also looks at the changing approach to workplace flexibility, which is fast becoming a must-have for many organizations.
The pandemic has shown that many companies can, in fact, operate remotely, and many employees have found that the freedom that can bring affords them many lifestyle benefits, which they’re not so willing to give up by returning to the office full-time.
Of course, that varies. Some people like the structure and organization of the office environment, along with the social benefits, and there are strong arguments to be made for both approaches. But the stats here, and included in the report, point to the potential value of incorporating more flexible working arrangements.
Employee well-being is another point of focus, with interest in the topic on the rise:
Which is another valuable element to this report – in addition to the overall notes on workplace shifts, LinkedIn has also incorporated data on key platform posting trends, which could help to inform your own strategy.
Clearly, there is significant, and rising interest in these elements, and it’s worth considering how you can integrate such, both in terms of how you evolve your own workplace models to cater to such demand, and how you represent the same in your external posts and updates.
There are some valuable notes here, and some interesting points to consider in the coming post-pandemic shift. Because we’re not there just yet, with newer COVID variants still parking new waves of concern, and subsequent mitigation efforts. But as we progress towards the next stage, it is worth noting the broader impacts that the COVID shift has had on work, and how prospective employees are now looking at job postings and companies in their job search efforts.
Your social media presence can play a big role in this, and your LinkedIn presence in particular, and it’s worth taking in the various trends and considering what they could mean for your brand.
You can read LinkedIn’s full ‘Reinvention of Company Culture’ report here.
UK teen died after ‘negative effects of online content’: coroner
Molly Russell was exposed to online material ‘that may have influenced her in a negative way’ – Copyright POOL/AFP/File Philip FONG
A 14-year-old British girl died from an act of self harm while suffering from the “negative effects of online content”, a coroner said Friday in a case that shone a spotlight on social media companies.
Molly Russell was “exposed to material that may have influenced her in a negative way and, in addition, what had started as a depression had become a more serious depressive illness,” Andrew Walker ruled at North London Coroner’s Court.
The teenager “died from an act of self-harm while suffering depression”, he said, but added it would not be “safe” to conclude it was suicide.
Some of the content she viewed was “particularly graphic” and “normalised her condition,” said Walker.
Russell, from Harrow in northwest London, died in November 2017, leading her family to set up a campaign highlighting the dangers of social media.
“There are too many others similarly affected right now,” her father Ian Russell said after the ruling.
“At this point, I just want to say however dark it seems, there is always hope.
“I hope that this will be an important step in bringing about much needed change,” he added.
The week-long hearing became heated when the family’s lawyer, Oliver Sanders, took an Instagram executive to task.
A visibly angry Sanders asked Elizabeth Lagone, the head of health and wellbeing at Meta, Instagram’s parent company, why the platform allowed children to use it when it was “allowing people to put potentially harmful content on it”.
“You are not a parent, you are just a business in America. You have no right to do that. The children who are opening these accounts don’t have the capacity to consent to this,” he said.
Lagone apologised after being shown footage, viewed by Russell, that “violated our policies”.
Of the 16,300 posts Russell saved, shared or liked on Instagram in the six-month period before her death, 2,100 related to depression, self-harm or suicide, the inquest heard.
Children’s charity NSPCC said the ruling “must be a turning point”.
“Tech companies must be held accountable when they don’t make children’s safety a priority,” tweeted the charity.
“This must be a turning point,” it added, stressing that any delay to a government bill dealing with online safety “would be inconceivable to parents”.
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