Source | www.myhrfuture.com | David Green
Whenever I speak to a Head of People Analytics or one of their teams, the topic of Organisational Network Analysis (ONA) invariably comes up. Along with continuous listening and how to infer skills, it’s the analytical technique I get asked about most.
Indeed, the article I published two years ago – The role of ONA in People Analytics – is the most popular article I’ve ever published and continues to get an average of 300 new views every week.
There are plenty of good reasons for this high interest in the topic. ONA (or the term I prefer, Relationship Analytics), whether active or passive, can provide fresh insights on the inner workings of an organisation such as how people work together in teams, how teams collaborate with each other, and who are the key influencers that can support with a business initiative or transformation.
The current Covid-19 crisis has spiked further interest in Relationship Analytics as companies seek to understand the ramifications of the biggest remote working experiment in history. Many organisations we work with at Insight222 are using ONA to answer questions such as:
Are our newly remote teams collaborating enough (or too much)?
What is the level of connectedness within and between teams?
Who could be at risk from burnout?
In the last week, I jumped on a virtual call with Manish Goel, CEO and Co-Founder at TrustSphere, where I am a board advisor, to learn more about how companies are using relationship analytics to solve challenges related to Covid-19 as well as other typical use cases. We also discussed tips for organisations looking to get started with relationship analytics including those associated with data privacy.