How Pearson’s Internal Online Community Connects 36,000 Employees in 70+ Countries
Six years ago, multinational publishing and education company Pearson transitioned from siloed intranets to an internal online community named Neo. This platform has encouraged active collaboration between their global network of 36,000 employees, spread across more than 70 countries.
When you are talking about such a large, diverse group of employees, part of bringing them together is figuring how to to divide them, to ensure they are connecting with the right people and accomplishing their goals. Pearson community manager Dina Vekaria joins the show to break down these efforts, including:
- Using gamification without getting in the way of work being done
- How internal communities help retain employee knowledge – after employees move on
- Are internal communities the next step in the progression of the intranet?
I’m a big believer in knowing where you come from. Online community is not new. Our profession has existed since the 1980s. People came before us, and I believe that it’s important to understand, acknowledge and appreciate that. We should value and respect those who did the work before we did.
When the results of the Brexit referendum were announced, the people of the United Kingdom reacted immediately online. Many of them chose The Guardian’s website as their venue, sharing their thoughts with the readers of one of country’s most popular news outlets.
What makes great online discourse? That’s what the
Paid, private online communities often struggle to retain members and create value over a long period of time. They start strong, with a lot of promise, but over time, many succumb to repetition in content and conversation that leads to members deciding they can no longer justify the expense.

If you’re interested in community as a profession, and you’re looking to build your experience,
Community pros on the front lines, the ones who stand between your members and disturbing content, are often viewed as expendable. Use them up, and hire more. Even though they may see the most psyche-damaging content the internet has to offer, companies usually do not make their mental health a priority.
