Copy of my slides from my presentation at UNLEASH in Las Vegas on 15 May 2018 People analytics is increasingly being used by analytically advanced companies to help drive productivity, performance, innovation and collaboration. Organisational Network Analysis (ONA) is at the fulcrum of much of these efforts and is a technique that many analytics and HR professionals want to learn more about. This presentation features research, case studies and guidance covering both active and passive data sources that will demystify ONA and demonstrate how in combination with people analytics it can help improve both business outcomes and employee experience.

1. 1
#UNLEASH18
THE ROLE OF ONA IN PEOPLE ANALYTICS
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DAVID GREEN | UNLEASH | LAS VEGAS | 15 MAY 2018

2. 70%
of Fortune 1000
companies in 2004 do not
exist today
9x
data collected in last
two years than
previously collected in
all of humanity
90%
of companies believe their
industries will be totally
disrupted by digital trends
Sources: (l-r), Gartner, Bersin by Deloitte, MIT/Deloitte, Mercer 2
8%
of companies
consider they are
digital today
DIGITAL IS CHANGING EVERY SINGLE BUSINESS MODEL…
@david_green_uk #UNLEASH18

3. “CEOs and CHROs now understand
that people analytics is a vital part
of running a high performing
company”
JOSH BERSIN
Source: https://www.linkedin.com/pulse/people-analytics-finally-grows-up-josh-bersin/
@david_green_uk #UNLEASH18

4. Sources: (L-R) 2018 Deloitte Global Human Capital Trends, Bersin High-Impact People Analytics Study 2017,,Nucleus Research@david_green_uk
#1People Data is now the most
important trend in North America
and globally in companies with
10k+ employees
69%
of large organisations
now have a people
analytics team
$13.01
the payback of analytics
for every $1 spent
PEOPLE ANALYTICS HAS ARRIVED…
#UNLEASH18

5. Source: Insight222.com
#UNLEASH18@david_green_uk
ONA IS A ‘TOPIC DU JOUR’ FOR HR & ANALYTICS LEADERS
27
ONA
22
Employee
Listening
22
AI / ML
16
Behavioural
Analytics
13
NLP
12
Workforce
Planning
11
Engagement
research
10
Predictive
attrition
8
Recruiting
analytics
8
External talent
analytics
6
SEM / Linkage
research
4
Other
Which analytics technique are you most interested in learning more about?

6. 1 2
43
What is Organisational
Network Analysis?
Why is ONA gaining traction and
what can we use it for?
What Case Studies exist? Where can we start?
#UNLEASH18@david_green_uk

7. 1
What is Organisational
Network Analysis?
#UNLEASH18@david_green_uk

8. ONA provides a new lens to evaluate how
people show up in an organisation
#UNLEASH18@david_green_uk
MICHAEL ARENA

9. Source: https://www.robcross.org/research/what-is-ona/
#UNLEASH18@david_green_uk
ONA PROVIDES AN X-RAY INTO THE INNER WORKINGS OF AN ORGANISATION…
FROM FORMAL, VISIBLE & LACKING INSIGHT… TO INFORMAL, HIDDEN & HIGHLY INSIGHTFUL

10. Source: https://www.linkedin.com/pulse/people-analytics-practitioners-what-makes-high-employee-ridwan-ismeer/
ONA SHINES A FRESH LIGHT ON PERFORMANCE…
#UNLEASH18@david_green_uk
WHICH IS THE BEST VIEW ON SALES PERFORMANCE?

11. 2
Why is ONA gaining traction
and what can we use it for?
#UNLEASH18@david_green_uk

12. NEW TECHNOLOGY & DATA SOURCES HAVE ACCELERATED POWER OF ONA
#UNLEASH18@david_green_uk
ACTIVE
Self-reported e.g. Surveys
PASSIVE
Email , calendar & phone data, social media
(in/external), collaboration platforms e.g.
Slack, , wearables and sensors e.g. digital
badges
EXAMPLE DATA SOURCES:
Point-in-time, can be labour intensive,
response rates critical,, enables a deep-
dive
Provides scale, real-time, privacy /
transparency / communication / anonymity are
all key elements
KEY CHARACTERISTICS:
EXAMPLE VENDORS:
&

13. 13
WHAT BUSINESS QUESTIONS CAN ONA HELP ANSWER?
Who is influential
(positive or negative)
for driving change?
Which employees
are most at risk
of burnout?
Where will attrition put us
most at risk of losing
knowledge & connections?
How can we reduce the
time-to-productivity
of new hires?
1 2 3 4
What are the behaviours
of our high-performing
people/teams?
How can we measure and
increase the impact of our
diversity & inclusion
initiatives?
How can we stimulate
innovation within the
organisation?
Who are our ‘real’
subject matter experts
and HiPOs?
5 6 7 8
#UNLEASH18@david_green_uk

14. 3
What Case Studies exist?
#UNLEASH18@david_green_uk

15. Source: How to Catalyze Innovation in Your Organization | MIT Sloan Management Review #UNLEASH18@david_green_uk
CASE STUDY: USING ONA TO CATALYSE INNOVATION AT GM

16. Source: TrustSphere #UNLEASH18@david_green_uk
CASE STUDY: MEASURING THE IMPACT OF A LEADERSHIP DEVELOPMENT PROGRAM

17. CASE STUDY: NETWORK STRENGTH & RETAIL BANK BRANCH PERFORMANCE
Source: Humanyze | re:Work@david_green_uk #UNLEASH18

18. 4
Where can we start?
#UNLEASH18@david_green_uk

19. SOME IDEAS TO GET STARTED
1 The first rule of people analytics still applies: start with the business problem
2 ONA is a powerful new lens to support and grow your impact with people analytics
19#UNLEASH18@david_green_uk
4 With surveys, high response rates are crucial
5
Transparency and effective communication with employees is vital6
Get to know the vendor market, be open to pilots and experiments
3 Projects need to be carefully scoped

20. IF YOU CAN’T
ARTICULATE THE
BENEFIT TO
EMPLOYEES…
DON’T DO IT
Source: David Green | Don’t Forget the ‘H’ in HR (2018) | Image: Shutterstock #UNLEASH18@david_green_uk

21. 21
THANK YOU – ENJOY THE REST OF THE SHOW!
linkedin.com/in/davidrgreen
@david_green_uk
dgreen@zandel.org
davidrgreen.com #UNLEASH18