The data can also be used for establishing metrics for the future and regress against other important performance and engagement metrics.
By continually evaluating the collaboration levels of employees, we can see the change in collaboration levels in real time. This data can be benchmarked at role, team or department level to identify where collaboration is strong, or where silos exist. Measure inclusion: compare with internal or external benchmarks or utilize the baseline data to set benchmarks and for corporate reporting utilized for D&I metrics, initiative planning, reporting Levels of inter-team collaboration, especially where it is critical for service delivery : utilize insights for improving inter-team or department collaboration across geographies Identify teams with high and low internal collaboration density: measure against any internal benchmarks, team performance metrics and for coaching Identify managers with high and low levels of engagement with teams: co-relate this with team performance, utilize data for coaching and improving manager effectiveness Our solution helps organizations create collaboration benchmarks and see the progression of their collaboration efforts at regular intervals. Understand how collaborative individual employees are and then visualize how teams collaborate internally, with other parts of the organization and with external organizations (eg.
Passive ONA enables organizations to consistently measure collaboration networks based on the real-time activity within the organization. Using statistical analysis, behavioral scoring and data science, this ONA distinguishes between mere connections and actual relationships by measuring the frequency, strength and the way in which communication takes place across multiple types of employee networks. Without ever looking at content, digital interactions will be analyzed across the organization. The data already exists in the form of IM, email, slack etc. This passive data gathering process requires no surveys, no online forms or questionnaires. The ‘digital exhaust’ of your enterprise will be used to organize and present a visualization of the reality of work getting done and collaboration. Our Sonar Solution (Collaboration, Engagement, Inclusion) Passive ONA - uses the ‘digital exhaust’ of your enterprise systems to organize and present a visualization of the reality of work getting done, collaboration and inclusion.
Active ONA - mapping informal relationships between employees through an online survey, which captures different types of informal interactions. There are two kinds of ONA’s - active and passive. It helps you visualize and measure levels of collaboration and engagement too. ONA is a structured way to visualize how communications, information, and decisions flow through an organization. With Organization Network Analysis (ONA), such organizational MRI’s are made possible. There is a Solution - Organization Network Analysis
SINGULARITY HIDDEN MAP DRIVERS
What if you can regularly obtain a visual, data driven map of these intangible drivers of performance? Is there a higher or lower engagement level?Īre people working longer hours or less hours? Is there a risk of burnout?Īre levels of inclusion at where you want them to be? So, today how well do you know the answers to these critical questions?Īre managers more connected to or less connected to their teams?Īre people collaborating more or less, and does this vary by location? People want more two way communication with their leaders and teams they want more open conversations with the line managers "I am tired" say many and is being caused by cognitive overload of working at home -physical space, kids, pets, laundry etc. Productivity and work life balance is a key issue While companies get comfortable with remote working, the new issues that are emerging: Infact the estimation is that an additional 20-30% of the workforce will be in a permanent remote working pattern hereon and optional for the others. Many of us know ‘it’s not going to go back to the old ways of working’. Today most of the workforce is remote and CHRO’s are beginning to say that “many of our employees may work from home”, “we may not need the office space we thought we needed”. Deeper dive into the unseen levers of performance
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