Comments on: What secrets do organizational networks reveal?

By: Littal Shemer Haim

Littal Shemer Haim — Fri, 14 Sep 2018 14:36:07 +0000

In reply to Andras Vicsek. Thank you, Andras! Absolutely great resource!

By: Andras Vicsek

Andras Vicsek — Fri, 14 Sep 2018 14:18:19 +0000

Here are some of the best practices from over 150 ONA projects with OrgMapper: https://orgmapper.com/5-best-practices-when-using-ona-tools/

By: Littal Shemer Haim

Littal Shemer Haim — Thu, 15 Mar 2018 19:28:59 +0000

John Boudreau nicely explains the advantages of ONA in many organizational challenges: effective onboarding, high potential identification, employee engagement, rewards, sense of purpose, burnout, and retention. The articles includes results from the research of Rob Cross.

By: Littal Shemer Haim

Littal Shemer Haim — Thu, 18 Jan 2018 14:08:34 +0000

Starlinks, a new and different player in ONA, offers "People Analytics to the People". It gives data-driven, actionable, personal and organizational network feedback directly to the employees, enabling them full ownership on their development journey, with tools and support.

By: Littal Shemer Haim

Littal Shemer Haim — Wed, 04 Oct 2017 18:05:11 +0000

“Aside from data gathered from digital communications media, such as the email, calendar, and chat interactions, Humanyze takes things a step further with the digital badge, which analyzes speech patterns, scans for proximity to others, shows individual stress levels based on heart rate and voice inflection, and more”, says Alaa Saayed, in his article “Moving Toward a People Analytics World”. The article includes interesting interview with Michelle Bradbury, chief product officer for Humanyze, who relates to some ROI examples achieved via the company offering, in several Fortune 500 companies.

By: Littal Shemer Haim

Littal Shemer Haim — Wed, 04 Oct 2017 17:04:59 +0000

Thank you Stela Lupushor, Antony Ebelle-ebanda, and David Green, for insightful talk about ONA today. Most important takeaways for me are: 1- The opportunity to apply ONA to create better work places, especially as a tool to research and intervene in burnout and attrition. 2- The opportunities to support contact creations for better career paths, especially in the realm of gender inclusion. 3- The concern of privacy, both in respect with legal and ethics.

By: Littal Shemer Haim

Littal Shemer Haim — Sat, 05 Aug 2017 16:34:41 +0000

An interesting perspective of Organizational Networks Analysis is the connections of employees with different performance levels. Research conducted by Microsoft Workplace Analytics found that high performing individuals have up to 20% larger internal networks than their peers. According to another study, employees reporting to managers with large internal networks had 85% larger networks themselves, in comparison with colleagues reporting to managers with smaller networks. Read more here.

By: Littal Shemer Haim

Littal Shemer Haim — Wed, 02 Aug 2017 10:01:07 +0000

“Email networks are, of course, a great source of network data” says Philip Arkcoll, Founder at Worklytics, “but when used alone they provide an incomplete picture”. In his article, Organizational Network Analysis: Going Beyond Email Arkcoll demonstrates diagrams of six networks collected from different tools within the same organization. “Each diagram shows a completely different set of relationships,” Arkcoll explains. “It's clear from this that there are a large number of strong employee relationships that exist in some networks but don't show up in email”.

By: Littal Shemer Haim

Littal Shemer Haim — Mon, 31 Jul 2017 18:24:43 +0000

If you’d like to practice ONA using open data and R, here is an excellent guide by Hendrik Feddersen: http://hranalytics.live/2017/07/30/using-igraph-package-analyse-enron-corpus/.
In his blog post Feddersen analyzed an extensive collection of e-mails from former Enron employees, using network analysis tools provided by the iGraph package.

By: Littal Shemer Haim

Littal Shemer Haim — Sat, 24 Jun 2017 07:45:54 +0000

In reply to Orit Schwarz Cohen. Thanks, Orit! This is, indeed, a great case study. I really appreciate that you’ve mentioned it. For anyone who is interested to learn more about the benefit of analysis and measures of the flow of information, ideas, and energy, From Michael Arena, Ph.D., Chief Talent Officer in General Motors, here is a link to his Presentation What I find most interesting in this presentation is the description of three types: Brokers - who have early access to novel ideas and diverse information, Connectors - who work within cohesive sub-groups that will develop and adopt ideas locally, and Energizers - who influence within and across subgroups. It is fascinating that by analyzing the connections between employees it is possible to identify the ones that are most likely to have a high impact on innovation. I surely like to learn more about this case study.