Author: Rédaction Blog

Quiet quitting: how to re-engage your employees

 

We’ve been hearing about it everywhere since this summer: “quiet quitting” is a phenomenon that consists of staying at work while taking a break. Saying no to overtime, giving up reading emails outside of work hours, apologizing for events in the life of the company, would be the symptoms of this phenomenon of quiet quitting.

So, should we consider this phenomenon as a real disengagement of employees or a simple reaffirmation of their well-being? And above all, what measures can managers put in place to respond to this phenomenon?

It is spreading on social networks, the hashtag #quietquitting, which now counts more than 75 million views on TikTok. Born in the United States, this phenomenon would particularly affect the employees of Generation Z. In order to preserve their mental health and well-being, these employees would decide to do what is asked of them, in the strictest sense of the word. Generation Z is one of the generations most affected by mental health issues, and this trend is a direct result of the difficulties GenZers face in not considering work a priority in itself.

 

 

 

According to a study conducted by Malakoff Humanis last July, 23% of employees under the age of 30 report poor mental health, compared to 16% of all employees. Thus, 44% of young people who judge their mental health negatively attribute it to the professional context alone. Moreover, the health crisis that has led to confinement, disconnection from the professional world and an increase in teleworking also explains the appearance of this phenomenon. The “post” world is also a world where the boundaries of work are redefined, and where the quest for meaning is more than ever a priority for employees, even before the question of remuneration.

Is the term “silent resignation” really appropriate? The phenomenon does not so much refer to a desire to quit as to an aspiration for more well-being in life. As the World Economic Forum explains, it is about finding a better balance between work and private life. A better lifestyle for workers does not prevent them from remaining productive and meeting deadlines.  Indeed, the symptoms of silent quitting come from legitimate demands, from employees who have reviewed their priorities. Whatever one thinks, the right to disconnect exists and is even framed by law (voted in France in 2017). The question that lies then is not whether these employees want to quit or not, but rather, how the company manages to conjugate with these new expectations.

 

In this context, employees are in a position of power. As Josh Bersin aptly describes, “It’s okay to set limits on your work, but don’t do it ‘quietly.’ If you tell your manager that you can’t work those hours and he or she gets upset, it may be time to leave. There is no shortage of jobs right now, and as hard as it may seem to leave, it always leads to something better.” From then on, quiet quitting would mostly be an opportunity for companies to put the well-being of their employees first. Quiet quits are more often indicative of managerial issues than a desire to be lazy.

 

So how can companies respond to this phenomenon?

The quality of management is key. If managers are disengaged, employees will feel it and will be less able to give their best. Indeed, the quality of the manager-employee relationship is one of the main factors of job satisfaction and commitment. Beyond the commitment of the manager himself, he must also learn to actively take into account the expectations, the needs and the difficulties encountered by his collaborator, in order to accompany him in the best possible way. It is imperative that a relationship of trust be established beforehand so that the employee feels comfortable confiding his or her needs, and that the manager is able to give the employee the means to do his or her job properly.

According to Gallup, the best requirement and habit to develop for managers is to have one exchange per week with each team member – 15 to 30 minutes.

To effectively engage employees, you also need to account for the collective work. This means detailing how each person’s work contributes to the common goal.

Finally, companies would benefit from adapting more to new organizational modes and hybrid work, which are part of employees’ expectations. More flexibility and autonomy for employees are crucial trust-building measures that can no longer be ignored by companies seeking to improve their employer brand.

Indeed, to remain attractive and attract talent, the company must learn to communicate its corporate culture to the outside world and provide a quality onboarding process to integrate new talent. Employee benefits are also important. For example, according to a Linkedin survey, 94% of employees would stay longer with a company if it invested in their career. Offering a training program to employees is in fact at the heart of their employability strategy and their renewed commitment to the company.

 

 

 

To remember

Basically, “quiet quitting” is neither a fashion nor a new phenomenon. It is simply the affirmation of new expectations in terms of well-being at work on the part of employees. Having quiet quitters within the company means having employees who are not very involved in their work outside of their assigned missions. The starting point is to understand them in order to allow a questioning of the management in place, and to open the discussion between employees and managers in order to re-establish a relationship of trust.

 

Launch of the Estérel Côte d’Azur Formation platform to provide free training to local companies!

During Entrepreneur’s Day on September 20, Estérel Côte d’Azur Agglomération, which is an agglomeration of municipalities in the eastern Var region in France, announced the launch of the Estérel Côte d’Azur Formation platform to help companies in the region improve their skills!

 

Nearly 500 visitors came to browse the aisles of the Palais des Congrès of the city of Saint Raphaël to discover more than 50 stands representing the local economy. On this occasion Jean-Marc Tassetto, co-founder of Coorpacademy by Go1, was in the presence of Brigitte Jeanperrin, Community Councillor and Gérard Charlier de Vrainville, Vice-President in charge of economic development, to announce the launch of the training platform.

 

This system launched with Coorpacademy by Go1 allows employees to receive free training on topics ranging from ecommerce to learning English or management, through 2000 course modules.

“It’s an extremely innovative project to improve employee development. Estérel Côte d’Azur Agglomération is the first agglomeration community to equip itself with this platform which is based on three themes: digital culture and e-commerce, English and management” explains Jean-Marc Tassetto, co-founder and today vice president of Coorpacademy by Go1.

For Brigitte Jeanperrin: “It must be said that this season, even if it is not over, was a very good period. For the month of July, occupancy in the hotel industry is 33% higher than last year. On the other hand, there are difficulties in finding enough seasonal workers to increase activity. It is largely for this reason that training is at the heart of our concerns in order to retain, attract and convince young and not-so-young people to take up careers in tourism, health or commerce. We have therefore invested in the experimentation of this training platform. Estérel Côte d’Azur is investing in the future of the region: in 2019, we opened the Connected Campus in Saint-Raphaël so that talented young people can be trained in the region and stay there after their studies. In 2020, we opened the Maison de l’Économie with 40 partners offering workshops, training and skills upgrades and in 2021, we launched the Estérel Côte d’Azur eco portal with online services and practical information videos for entrepreneurs. Finally, the Promenade des Bains project is essential for the attractiveness of our territory.”

 

We are delighted to contribute to this territorial project to train companies and to accompany Estérel Côte d’Azur Agglomération in their development of training in the region!

 

Sustainable Development Week: a crucial moment to acculturate your employees to the ecological transition 

 

From September 18 to October 8, the European Week for Sustainable Development is held. This year’s theme is “Acting Everyday”. The motto: all actions count, including everyday gestures, to deeply transform our societies. 

In companies, it’s the same thing. It is by planting small seeds that we can transform an organization. This is why our clients have been able to offer their learners the opportunity to become acculturated to the ecological transition through a playlist of 5 courses, in order to become an actor in sustainable development. And if we talk to you about planting seeds, it is also because at the end of this animation, a tree will be planted for every 1000 questions answered on each platform. We explain below.

 

“The Earth is now the one and only shareholder of Patagonia”. On Wednesday, September 14, Yvon Chouinard, the founder of the American outdoor clothing brand Patagonia, announced that he had transferred 100% of his company’s capital and voting rights to two structures responsible for “protecting the planet,” a mission endorsed by the company since 2018. The company’s dividends now fund actions to combat global warming, to the tune of $100 million a year.

Record temperatures, drought, mega-fires: at the end of the summer, the need to invent new models is more obvious than ever. Patagonia’s choices are pioneering, but everywhere employees’ expectations are changing drastically. Indeed, according to a CSA study, for an equivalent offer, 78% of employees prefer to join a company committed to the ecological transition.

 

The same study reports that 68% of employees have already expressed the wish to be better trained on issues related to the ecological transition. However, only 17% of employees claim that their company offers training on issues related to the ecological transition. Offering training on environmental issues is at the heart of the strategy of companies, which feel a duty to raise awareness and train employees on the ecological transition and, above all, to involve the entire organization in an environmental approach.

This is why our clients wanted to seize the opportunity of the Sustainable Development Week to reinforce the skills development of their employees around the ecological transition, by launching an animation on the platforms Coorpacademy by Go1!

 

Understand, Imagine, Act

If we had to remember 3 words to understand why training is essential to transform the company, we could remember the following: Understand, Imagine, Act. Indeed, understanding the stakes is key to be able to imagine the actions to be implemented within one’s own company or industry, and these two steps are crucial to take action.

It is in this context that we have suggested to our clients the animation “Become a Sustainable Development Actor”. This animation offers to the learners to train themselves through a playlist of 5 courses allowing them to develop “green” skills, which can help them to act daily in favor of the environment.

The objective being that as many employees as possible play the lessons in the playlist, several emails were sent to learners throughout Sustainable Development Week.

At the end of this animation, trees will be planted in honor of the users who participated. From then on, 1 tree will be planted for every 1000 questions answered, to encourage employees to complete all the courses in the playlist!

These trees that we are going to plant are part of a global project of reforestation of the French forest, in partnership with the company Naudet. Created in 1876, its main activities are the production and planting of young forest plants and the production of Christmas trees. More than 4,000 hectares are reforested each year for public and private owners and more than 20 million young plants are produced. Naudet Reboisement’s projects are managed from the production of the seedling to the planting, follow-up and maintenance of the plantation.

 

Why plant?

In the 1990s, 110 million trees were planted per year, today it is less than 30 million (Ministry of Agriculture). French forests are subject to fires, whether from natural or criminal sources. The environmental impact of a fire can also be considerable. And as we have witnessed in recent months, forest fires are increasingly numerous and devastating.

In addition to landscape modifications, there is the destruction of environments that are followed by biological losses (fauna and flora usual to wooded areas), the loss of soil quality and the significant risk of erosion, due to the increase in runoff on bare soil. Following these fires, species will regenerate naturally and come to dominate the open environment. It is important to reintroduce improved forest varieties by planting to restore production capacity. Therefore, large areas must be regularly replanted following these disasters.

 

With our partner, we are proud to be able to participate in our own way in the reforestation of our forests, while increasing the impact of training to change our behavior in a sustainable way!

 

Do you want to initiate the ecological transition of your company? Let’s talk.

Appointment of Jérôme Cohen, ex-LinkedIn and startup advisor, as Head of Global Sales at Coorpacademy by Go1

Paris, September 5, 2022 – Jérôme Cohen, ex-Linkedin and startup advisor, took up his position as Head of Global Sales on September 1st to accelerate the commercial development of Coorpacademy by Go1.

 

“Our training catalog has been massively expanded with the acquisition in May of Coorpacademy by Go1, the world’s leading corporate training company. With over 5 million learners, Go1 offers the world’s most comprehensive online library of learning resources in over 30 languages. We offer in a single solution, all the training content that organizations need on the transformation topics that concern them,” explains Arnauld Mitre, co-founder of Coorpacademy and General Manager of Coorpacademy by Go1.

In the context of this acquisition, Coorpacademy by Go1’s sales teams will be reinforced by Jérôme Cohen, whose mission will be to accompany their very rapid growth, as well as to build a tailor-made offer for companies, whatever their size and their sector of activity.

Previously Head of Public Sector at Linkedin and VP of Sales EMEA at Avature & Didomi, Jerome Cohen is a graduate of Harvard Business School’s Leadership Principles Grade program.

“I am proud to join the Coorpacademy by Go1 adventure. More than half of the CAC 40 already trust us and our ambition is to widen our client portfolio to include small and medium-sized companies which will be able to benefit from a unique learning experience for their employees: engaging, collaborative and focused on the learner.”

Jérôme Cohen, Head of Global Sales of Coorpacademy by Go1

2050: The HR Odyssey – Episode 4

Somewhere in the world, on a date you really don’t need, we have located an advanced technology that allows us to get into the daily lives of employees. This fantastic journey through the experiences of different employees will take you to the edge of the Future of Work and allow you to see the challenges of business transformation. Today in our odyssey, discover the daily life of Aloïs…

 

“Stop! You just committed a cyber offense by trying to get into this building that is not accessible to you in Metaville. I’m going to have to issue you a ticket.”

 

In the middle of the Metaverse, Aloïs had just tried to enter the offices of a prestigious metacouture house, which only produces virtual clothes.

 

“I just wanted to drop off my resume… I didn’t think it was punishable by a fine… Is this new metaloi?”

 

“Indeed. Find out what the rules are in your country, but in France, the parliament has just voted to set up a metaverse police force. There are many offences that were not dealt with before. Assaults, thefts, and… intrusions! But listen… if you really want to drop off your resume, why don’t you send it by email?”

 

“Hahaha!” exclaimed Aloïs. “Okay Zoomer. How about a text while you’re at it!”

 

“You young people… I sometimes forget that you were born with the Metaverse! It’s been 25 years already… I didn’t understand much about it at the time, and here we are in the middle of a conversation with the only physical interaction being smileys above our avatars” replied the metasecurity officer. “Well, I’m not going to fine you, but I can’t give you access, so you’d better go to Cyber Job.”

 

Aloïs replied with a smiling smiley face, which was immediately displayed above his virtual avatar, and then set off.

While his parents, real Zoomers from generation Z, used to tell him about Pôle Emploi at the time, today one could access these organizations in the metaverse and find… meta work.

 

“Hello and welcome to Cyber Job. How can I help you?”

 

An artificial intelligence was facing Alois. A virtual menu appeared before his eyes, offering several options:

 

1 – Registration

2 – Make an appointment with your virtual consultant

3 – Other request

 

It wasn’t the first time for Aloïs, who already knew his Cyber Job advisor well. She was the one who had sent him to the doors of Virtual Clothing this morning and who had almost cost him a fine. Maybe the AI data should be updated following the new cyber law… With this thought, Aloïs chose option 2. His advisor was available and Alois would soon be back in the real world for lunch.

 

“Hello Aloïs! How’s that job search going?”

 

“Not very conclusive, I was stopped at the doors of the building by a virtual security guard. Results of the races, I return to the starting point. Don’t you have any new offers for me?”

 

“What a shame. I apologize for the inconvenience. I will update this new information in my system to improve my service. Let me look at the new open positions. I’ll ask you for a moment.”

 

A loading icon indicated that his advisor was looking for Aloïs’ new opportunity. A few minutes later, Aloïs saw a notification appear on the side of his virtual headset: *New document available in your Candidate Area*

 

“I have just sent you several job sheets adapted to your profile. All your information and documents are ready to be sent. If you wish to apply, simply press the button at the bottom of each job description. Don’t hesitate to come back to me if you need more information!”

 

Aloïs ended the meeting and opened the sent document.

 

NEW POSITIONS AVAILABLE!

 

Metaverse Team Manager

As a metaverse specialist, you are able to manage a team of avatars in complete autonomy. Your main role is to build and maintain a virtual link with a team of 15 people in the world, within the virtual space of a global organization, directly from the metaverse. For more information, click here.

 

Metaverse Tourist Guide

Museums, cinema, architecture, there are so many beautiful things to discover in your Metaville! If you have a meta-digital dexterity and you want to accompany the new avatars in their discovery of the virtual world, apply here.

 

Metaverse Event Manager

Concerts, weddings, exhibitions, galas, corporate events… Are you a virtual event specialist? We need your skills to organize large-scale meta-events that make the eyes of the participants shine in their virtual helmet! If you recognize yourself in this ad, we invite you to click here.

 

Virtual avatar stylist

Virtual fashion has no secrets for you. You are aware of the latest NFT releases and virtual collections, you have a sense of aesthetics and a good address book? Become a virtual avatar stylist and help avatars navigate through virtual fashion. Ready to revolutionize meta-style? Click here to apply.

 

This last offer caught Aloïs’ attention. Maybe finally, his skills in 3D realization and his knowledge in virtual fashion will give him access to the building that was not open to him earlier…

 

Conclusion

In 2050, the job market will be reinvented. Changed by the emergence of the metaverse and new technologies, new professions will develop to manage this new “life” space. At the end of 2021, the American gaming expert Jon Radoff proposed four major families of jobs related to the metaverse and web 3.0. On this basis, Jérémy Lamri, CEO of Tomorrow Theory, has pushed the exercise even further by drawing up a list of 40 professions, which inspired this article.

Kintsugi or the art of making mistakes

 

Make mistakes. Blunder. That’s how you learn, and how you improve. Indeed, making mistakes is an integral part of any career and business life. While it is common to make mistakes at work, it is not often advisable to brag about them. And yet, it is always possible to make up for our mistakes. We didn’t invent this philosophy… It is directly inspired by Kintsugi (金継ぎ), a Japanese technique for repairing damaged porcelain and ceramics.

 

Kintsugi is an ancestral art that appeared in the Japanese archipelago in the 16th century. Its name comes from the contraction of kin (gold) and tsugi (joints). A true metaphor for resilience, Kintsugi consists of repairing objects by sublimating them with gold powder. The technique highlights cracks by making them aesthetically pleasing, rather than masking them. It strengthens and repairs, while enhancing the object. This art, both decorative and spiritual, can then be applied as a philosophy to everyday life, to assume who we are, with our flaws and our wounds.

 

So, let’s follow the 5 steps of Kintsugi together and see what lessons we can learn about accepting mistakes in business! 

 

1- Putting the pieces back together 

The first stage of Kintsugi consists of recovering the pieces of the object to be repaired in order to assemble them later using a putty obtained by mixing a lacquer (urushi) and a clay powder.

This first step, transposed to the case of the company, is the moment when the mistake was made. You become aware of the mistake, its internal and external consequences and you gather your strength for the next steps. As the expression goes: you will have to pick up the pieces. The pieces that have fallen apart because of your mistake. So, informing the people involved and expressing your regret will be the best way to start your Kintsugi.

 

2- Let time do the work

This ancestral Japanese art requires time. Indeed, after having gathered the pieces and delicately applied the resulting putty on the broken pieces in order to glue them back together, it is time to wait for the object to dry and for the resin to harden.

This drying phase is often compared to a healing process in the Kintsugi philosophy. The object takes time to rebuild, and so do you. After a mistake, time is often an ally. In the heat of the moment, you have not yet had time to heal and therefore to learn from your mistake. This healing phase will allow you to analyse what the mistake has shown about your skills or revealed about your situation.

 

3- Getting off to a good start

The third phase of Kintsugi consists of polishing the ceramics to remove any roughness or irregularities. A thin layer of lacquer should then be applied with a brush directly to the cracks, and finally, you should wait a few weeks for it to dry.

This phase, which comes just after the healing phase, may represent the mourning you have done for the past mistake. In effect, you are erasing the rough edges of your mistake, and you can now start afresh. You can refocus on the present, better prepare for the future and prevent possible mistakes from occurring.

 

4- Revealing the beauty of cracks

This is the moment we have been waiting for. The stage that brings out the beauty and delicacy of the flaws. The flaws are revealed by the gold powder used to cover and enhance them.

Now that the mistake is behind you and you can see more clearly, you can finally learn from it and appreciate the lessons. You fully recognise your skills and the reasons for your mistake, without trying to hide your shortcomings. You are stronger because the mistake is no longer a “roadblock” but a crucial event in your career, which taught you about yourself and your work.

 

5- Cultivating the art of imperfection

Finally, the last step is to polish the gold lacquered patterns to reveal their brilliance. However, it is advisable to leave a few defects on purpose to give relief, but also to assume the cracks and not to try to make the object “perfect”.

Perfection does not exist. It is a trap that can end up hampering your productivity. It is crucial to cultivate your new philosophy and accept that mistakes will happen. Learn to appreciate the small imperfections of life, personal or professional.

 

 

Accept imperfections, mistakes and sublimate flaws. This is the lesson that the art of Kintsugi teaches us. This philosophy allows us to be more peaceful and ready to deal with life’s irregularities and uncertainty. In today’s world, it is important to develop this state of mind, as many unforeseen events are paradoxically to be expected. Thus, working on the way one experiences difficult situations and conceives problems is crucial. If you approach a problem by being defensive and imagining the worst, it is likely to complicate its resolution. This is where training comes in. By developing essential soft skills such as coping, problem solving and resilience, we prepare ourselves for the uncertainties of the future. Finally, the art of Kintsugi also teaches us to detach ourselves from the passage of time, and to accept the change that is part of life, and of us. In an ever-changing world, this is perhaps the best lesson to learn.



Create now your certificates in total autonomy!

 

Discover how to create your certifications directly from Coorpmanager, your unique entry point to manage your platform in complete autonomy! 

 

Certificates are a list of different courses available on your platform, but completion of which will allow the learner to validate a certificate. This feature allows you to train a specific population on a mandatory topic to ensure that your learners take the courses of your choice. By playing the certificate, learners will be rewarded with a badge, a diploma or additional stars on their Coorpacademy account.

 

Until now, the certificates were created at the request of our customers, through our Customer Success Managers. Many certificates have been created, such as an onboarding certificate for our client iQera, a CSR acculturation certificate for La Française des Jeux or a series of Digital Passport certificates for Michelin. Today, gain autonomy and benefit from a better customization of your platform by creating your own certificates!  

 

To create your certificate, follow these steps: 

 

  • Define general information

 

In the scrolling list on your left, go to the “Certifications” tab under Editorialization. Click on “Create certification”. You will be able to start defining the general information of your certificate: the language, the name of the certificate, the description and the associated logo. As you create your certificate, you will have the option to save your draft for later editing.

 

  • Translations

Once the general information is defined, it is possible to fill in the translations of this information. Translations are not mandatory.

 

  • Select courses

This is the time to select the courses that will be included. Courses are displayed in the default language of the platform. You can refine your selection by using the search bar, or the drop-down menu to choose what type of content you are looking for. You can choose as courses:

Classic courses; Custom courses; 5′ learning; External courses (podcast, article, video or scorm).


  • Course Settings

In this section, you can determine the number of courses that must be completed in order to obtain certification and manage the order in which the courses appear when completing the certificate.

 

  • Rewards

Last step before publishing your certificate! In this section, you have the possibility to reward your learners after the completion of the certificate. Among other things, you can define the number of stars earned, add a badge to be obtained and finally, make the certifying diploma available by importing a logo and a signature.

 

Once these 5 steps are completed, your certificate is ready to be published!

 

To authorize a user to create certificates, you will need to define roles within the Coorpmanager Administration tab. The “User” sub-section will allow you to assign roles and accesses to each user by clicking on one of them and selecting which roles are assigned to them. To give a user the ability to create a certificate, you will need to contact your Customer Success Manager. It is important to note that each role is assigned to the user you designate and not everyone will be able to change it in order to guarantee data security.

 

A digital escape game to train employees: how to adapt this format to your training challenges?

Innovative and fun formats are always a hit with learners on a digital learning platform. In any case, this is what we notice on our client platforms. The more immersive and engaging a format is, the more popular it is. 

We wanted to come back to the initiative of SQLI, a European digital services group with 2,200 employees, which proposed a very original animation on its training platform… A digital Escape Game to raise awareness about recruitment and integration of people with disabilities! In this Escape Game, the situations are reversed: each level of the Escape Game takes the learner to a world where people suffering from attention deficit disorders, autism or visual impairment are in the majority. It’s up to the learner to adapt!


These initiatives are highly recommended to boost the engagement of your learners and this is confirmed when we know that SQLI observed a 280% increase in connections on the platform the week the course was published. So, how do you get hold of this magic recipe that works every time?

 

  • Identify a fun and engaging format

Learning without noticing it, isn’t it a dream? But it is possible when you learn through an entertaining format. Alexis Guillotin, Group Development and Training Manager at SQLI, testifies:

“We noticed the great success of a fun format among our teams: the digital Escape Game! It allows you to learn without realizing it, by solving riddles to move on to the next level! So we reused our existing initial content, bringing it into this new format to raise awareness among our employees while keeping the gamification aspect.”

Thus, and we have been certain of this since the creation of Coorpacademy, to make learning more impactful and make training a long-term success, the quality and originality of content is crucial.

 

2 ) Define a theme 

Cluedo, Babel Forum, police investigation… The Escape Game can take place through a multitude of different themes, it’s up to you to imagine a scenario and an adequate universe, and which will allow you to rely on it to develop the desired skills.

Of course, you are not alone! Our educational team is there to co-construct the course and imagine together the form that the Escape Game could take.

 

3) Adapt the theme to your training objective

The effectiveness of your Escape game is certainly based on the educational mechanisms linked to its fun aspect, but you must not lose sight of your objective: to train on a particular subject or skill.

In the case of the Escape game designed by SQLI, the objective was to show how the five disabilities listed (essentially non-visible disabilities) impact the daily lives and therefore the work of the people concerned. This digital Escape game was designed as part of the European Week for the Employment of People with Disabilities (EWPD), and was used to raise awareness about the recruitment and integration of people with disabilities. The pitch was as follows: “Travel aboard a ship in other dimensions where the disabilities you know are mostly shared. Practice with our simulation module to better understand the daily consequences of each of these disorders and diseases.”

 

4) The icing on the cake: an excellent communication strategy

To make your digital Escape game a real success, it is essential to promote it to your learners. To do this, there’s nothing better than to make the event a success! You can plan an event to promote the course and think about an appropriate communication plan. We recommend that you send a teasing email to your learners one week before the launch, followed by follow-up emails throughout the course. Finally, a summary email with all the steps and solutions to the Escape game puzzles, to encourage employees to finish or redo the game at their leisure.

 

 

Whether you already have a theme in mind, or a subject on which you wish to develop a course… unlike any other, we are here to guide you. The co-production of your custom Escape Game can be done in as little as 3 months for a single level Escape Game! Contact your Customer Success Manager directly to discuss this, or go to [email protected] for support.

 

And if you are not yet a Coorpacademy customer but are interested in this innovative course format, do not hesitate to contact our sales team: [email protected]

 

Summer Learning Camp: develop your general knowledge with Trivial Pursuit!

☀️ From July 26 to August 9, our Clients are participating in Summer Learning Camp 2022: a program to accompany learners’ summer by mixing puzzles, general culture and relaxation.

To begin with, we offer learners the opportunity to refine their general knowledge by answering questions on 8 Trivial Pursuit themes: Arts and Literature, Entertainment, Geography, History, Planet and Environment , Science and Nature, Sports and Leisure, Web and Technologies… and an ultimate test that will get neurons connected.

🏖 And to go along with the summer, learners can try to win a 150€ Airbnb voucher! A random drawing among the people who have earned the most stars on the Summer Learning Camp courses throughout the animation will decide the winner! To learn more, read the rules here.

But what does an online Trivial Pursuit course look like?

Of course, you can find your Trivial Pursuit courses in your course catalogue:

Let’s choose the Planet and Environment course, published this week, which will allow you to develop the new essential skill for tomorrow’s world: sustainable thinking. It looks like a classic course, like all the courses you can find in the Coorpacademy catalogue. The same interface, a Basic, Advanced, and Coach level.

As part of this pie chart, you will, on completion of the Basic level, be able to :

  1. Know a simple technique for air conditioning homes
  2. Understand the concept of the circular economy

At the end of the Advanced level, you will be able to :

  1. Know which resource is the most exploited by humans after water
  2. Master the concept of grey energy

Finally, at the end of the Coach level, you will be able to : 

  1. Understand the etymology of the word “climate”
  2. Know the plant-based alternatives to leather

Three levels, increasing levels of difficulty. So far, nothing new.

The difference with another course lies in the structure of the questions, as well as in the way the course is “validated”. Each level will “ask” you 10 general knowledge questions. There is no lesson, no video. Each correct answer earns you 4 stars (as in any other course) and you need 6 correct answers out of 10 minimum to access the next level. Here is an example of a question:

In 2016, Bertrand Piccard made the first round-the-world trip in a…

solar-powered

nuclear-powered

hydrogen-powered

 

In a solar plane! By answering a question, whether you answer correctly or not, you will have access to these two irremovable elements of the Coorpacademy pedagogy. The Key Point, and Did You Know? As in the following screenshot:

 

Now you know everything! All you have to do is play the course. And it is perhaps in this context that the expression we regularly use (playing a course, rather than following it, for the entertainment dimension we try to add to all our training content) takes on its fullest meaning. 

It’s your turn to play!

TRIVIAL PURSUIT, the associated logo, the distinctive design of the game board, trivia cards, game tokens, and scoring wedges are trademarks of Hasbro and are used with permission. © 1981, 2022 Hasbro. All Rights Reserved. Licensed by Hasbro.

Rules ” Summer Learning Camp Contest “

Article 1 : Organisation

SAS Coorpacademy France with a capital of 7700 €, hereinafter referred to as “the organiser”, whose head office is located at 4-6 Boulevard Poissonnière 75009 Paris, registered under the number RCS Paris 803 608 389, is organising a free game with no obligation to buy from 26/07/2022 to 09/08/2022 midnight (day included).

Article 2 : Participants

This free game with no obligation to buy is exclusively open to adults, people who have an account on the training platforms developed by Coorpacademy participating in the game, on the date of the start of the game, residing in metropolitan France (including Corsica) and DOM-ROM, or any other country.

Persons who do not meet the above conditions are excluded from the game, as well as members of the staff of the “Organizer”, and any person who has directly or indirectly participated in the design, implementation or management of the game, as well as their spouses and members of their families: direct ascendants and descendants or other relatives, whether or not living under their roof.

“The organizer” reserves the right to ask any participant to justify the above conditions. Any person who does not meet these conditions or refuses to justify them will be excluded from the game and will not be able, in the event of winning, to benefit from his prize.

Only one entry per person (same name, same address) is allowed. “The organizer” reserves the right to proceed with any verification to ensure compliance with this rule. Participation in the game implies full acceptance of these rules.

Article 3: Participation procedures

Participants must go to the following URL address

  • www.participating-company.coorpacademy.com

To take part in the game, the steps to follow are to connect to their training platform, provided by Coorpacademy, to go to the “Summer Learning camp” playlist and to carry out the Trivial Pursuit and Cluedo extended version courses. The competition takes place from July 26th 2022 10:00 am to August 9th 2022 11:59 pm.

During this period, each person who successfully solves Clue and reaches the end of the course will have their personal account credited with 1000 stars.

During this time, each person who successfully completes a Trivial Pursuit course and reaches the end of the course will have their personal account credited with an additional 50 stars.

During this time, each person who successfully completes the Ultimate Trivial Pursuit Course and reaches the end of the course will have their personal account credited with an additional 100 Stars.

During this period, each person who successfully completes all 9 Trivial Pursuit quizzes and reaches the end of the course will have their personal account credited with an additional 50 stars.

One person drawn from among the people with the maximum number of points will also win an Airbnb voucher worth €150. This winner will be contacted directly by email.

The winner of the Airbnb voucher agrees to accept the prize as offered, without the possibility of exchanging it for cash or other goods or services of any kind.

No communication about the game will take place outside of the persons authorized to participate.

Article 4: Prizes

The prizes at stake are distributed as follows:

  • 1st prize: Airbnb voucher (€150 incl. VAT)
    Total value: 150 € including VAT.

All expenses incurred after the game, in particular for the maintenance and use of these prizes, are entirely at the winner’s expense.

Article 5 : Designation of winners

One person, drawn on 9/07/2022 among all those who have obtained the maximum number of points, will win an Airbnb voucher worth €150

Article 6: Announcement of the winners

The winner will be informed by e-mail at the address indicated during registration for the contest.

Article 7: Delivery of prizes

The prizes will be sent to the postal address indicated by the winners in response to the e-mail announcing their victory from August 9, 2022. The prize will remain at the participant’s disposal for 15 days. After this period, it will no longer be available.

The winner agrees to accept the prize as offered without the possibility of exchange, in particular for cash, other goods or services of any kind whatsoever, or transfer of the benefit to a third person. Similarly, these prizes cannot be the subject of requests for compensation.

“The organizer” reserves the right, in the event of an event beyond its control, in particular related to its suppliers or to unforeseeable circumstances, to replace the prizes announced, by prizes of equivalent value. The winner will be informed of any changes.

Article 8: Use of participants’ personal data

The information of the participants is recorded and used by “The organizer” to memorize their participation in the contest and to allow the attribution of the prizes.

Participants may, for legitimate reasons, object to their personal data communicated in the context of this game being processed. They also have the right to object to their personal data being used for commercial prospecting purposes, outside of participation in this contest, which they may exercise as soon as their participation is registered by sending a letter to “The organizer” whose address is mentioned in Article 1.

The winner(s) authorize “The organizer” to use their contact information (name, first name) for advertising or public relations purposes, in any medium whatsoever, without this giving them any remuneration, right or advantage whatsoever, other than the awarding of their prize.

In accordance with the Data Protection Act in its latest version, as well as Regulation No. 2016/679 of the European Parliament and Council of 27 April 2016 on the protection of individuals with regard to the processing of personal data and on the free movement of such data, the participant can exercise his right to access, rectify, delete data, limit the processing, his right to data portability, his right to object, as well as his right to withdraw his consent by writing to “The organizer” whose address is mentioned in Article 1.

Article 9: Rules of the game

The rules of the game are deposited at the SELARL ACTA – PIERSON et ASSOCIES, holder of a bailiff’s office domiciled at 15 rue de Sarre BP 15126 57074 METZ Cedex 3.

The rules can be consulted on the following site

It can be sent free of charge to any person who requests it from the “Organizer”.

“The organizer” reserves the right to extend, shorten, modify or cancel the game at any time, particularly in cases of force majeure, without the participants being able to claim any compensation. The rules, modified by amendment(s), will be deposited, if necessary, with the SELARL ACTA – PIERSON et ASSOCIES, holder of a bailiff’s office domiciled at 15 rue de Sarre BP 15126 57074 METZ Cedex 3.

Article 10: Industrial and intellectual property

The reproduction, representation or exploitation of all or part of the elements making up the game, including these rules, are strictly prohibited.

All brands, logos, texts, images, videos and other distinctive signs reproduced on the site as well as on the sites to which it allows access via hypertext links, are the exclusive property of their owners and are protected as such by the provisions of the Code of Intellectual Property and this for the whole world. Their unauthorized reproduction constitutes an infringement punishable by criminal penalties.

Any unauthorized reproduction, total or partial, of these brands, logos and signs constitutes an infringement punishable by criminal penalties.

Participation in this game implies full acceptance of these rules by the participants.

Article 11 : Responsibility

The responsibility of “The organizer” could not be committed in case of force majeure or fortuitous event independent of its will.

“The organizer” cannot be held responsible for delays, losses, thefts, damage to mail, lack of legibility of stamps due to the postal services. Neither can it be held responsible and no recourse can be taken against it in the event of the occurrence of events presenting the characteristics of force majeure (strikes, bad weather, etc.) partially or totally depriving the participants of the possibility of participating in the game and/or the winners of the benefit of their winnings.

“The organizer as well as its service providers and partners can in no case be held responsible for any incidents that may occur in the use of the prizes by the beneficiaries or their guests once the winners have taken possession of them.

Similarly, the organizer, as well as its service providers and partners, cannot be held responsible for the loss or theft of the prizes by the beneficiaries once the winners have taken possession of them. Any additional cost necessary to take possession of the prizes is entirely at the expense of the winners, without the latter being able to request any compensation from “The organizer”, nor from the service providers or partners.

Article 12: Dispute & Claim

The present rules are governed by French law.

“The organizer” reserves the right to decide without appeal any difficulty that may arise regarding the interpretation or application of these rules, it being understood that no dispute will be accepted, in particular regarding the terms of the game, the results, the winnings or their receipt, one month after the end of the game. Except in the case of obvious errors, it is agreed that the information resulting from the game systems of “The organizer” have probative force in any dispute as to the elements of connection and computer processing of said information relating to the game.

Any claim must be sent within one month of the end of the game to “The Organizer”. After this date, no claim will be accepted. Participation in the game implies full acceptance of these rules.

Article 13: Agreement of proof

By express agreement between the participant and the “Organizer”, the computer systems and files of the “Organizer” will be the only evidence.

The computerized registers, kept in the computer systems of “The organizer”, in reasonable conditions of security and reliability, are considered as proof of the relations and communications between “The organizer” and the participant.

It is consequently agreed that, except for obvious errors, “The organizer” will be able to take advantage, in particular for the purposes of proof of any act, fact or omission, of the programs, data, files, recordings, operations and other elements (such as follow-up reports or other statements) of a computer or electronic nature or format or medium, established, received or stored directly or indirectly by “The organizer”, in particular in its computer systems.

The elements considered thus constitute evidence and if they are produced as means of proof by “The organizer” in any litigation or other procedure, they will be admissible, valid and opposable between the parties in the same way, under the same conditions and with the same probative force as any document which would be established, received or preserved in writing.

Operations of any kind carried out using the identifier and code allocated to a participant, following registration, are irrevocably presumed to have been carried out under the responsibility of the participant.

The deposit of these contest rules was made via the website: Reglementdejeu.com.

 

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