ONA-powered Engagement Survey & People Analytics 

Pinpoint and resolve your organization’s culture challenges with people science & data analytics 

There are mainly two types of People Analytics companies use to analyze

Organizational Network Analysis (ONA), highlighted on the right of our illustration, surpasses traditional org-chart analytics, shown on the left. ONA reveals hidden social structures and actual company interactions, identifying key influencers and informing decision-making. This advanced approach supports data-driven strategies and effective talent management, aligning with trends in data-driven decision-making to shape effective business strategies.

Traditional People Analytics

Hierarchal Structure
Traditional People Analytics

Organizational Network Analysis (ONA)

Network Structure
Organizational Network Analysis (ONA)

Example Roles Super-connectors: Mitchell | Isolated Employees: Ramirez
ONA detects crucial factors that most companies can NOT afford to ignore

ONA-Powered Engagement Surveys

Pulse Surveys and Engagement Analysis with LEAD.bot

Less biased employee feedback, easier and faster to act.

LEAD.bot equips you with the essential tools to efficiently collect feedback, unlock key insights, and significantly boost team morale.

Less biased employee feedback, easier and faster to act.

LEAD’s AI-Powered Organizational Network Analysis

AI-enhanced ONA allows for rapid, precise evaluation across teams, with the sales department as a critical example due to its impact on company performance. This method swiftly spots training needs and potential leaders, ensuring strategic talent growth.
ONA 1

LEAD provides the most cutting-edge people analytics from Organizational Network Analysis (ONA) to answer pertinent questions:

How does information and communication flow in the organization?

How does information and communication flow in the organization currently?

LEAD provides you recommendations on how to shift the flow to the ideal stage.

Who are the most influential employees or teams?

Who are the most influential employees or teams?

Besides recognition and rewards, LEAD quantifies their comparative impact.

Are some employees at a higher risk of exit?

Are some employees at a higher risk of exit?

Burnout and underappreciation are usually the ignored factors, but we’ve got you covered.

Put Your People First

Put Your People First

Build a culture that understands the value of employees. LEAD’s custom AI focuses on the experiences and wellbeing of employees and identifies signs of burnout and disengagement, to ensure People Operations is up to date on employee performance.

Practice Effective Listening

Practice Effective Listening

Gain first-hand knowledge of what employees need to stay engaged. From the best cross-team-building practices to ONA people analytics, using LEAD drives employee retention.

Understand Employee Connections Through ONA

Understand Employee Connections Through ONA

LEAD provides data to reveal employee potential and habits through connectedness and intra-workforce relationships. By identifying network members whose contributions go unrecognized, pivotal relationships and collaborations can be developed through peer and inclusion programs to scale efficiency and productivity.

Before LEAD.bot
After LEAD.bot
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Integrate with your favorite software

See what HR leaders and management experts say about ONA

Greg Newman highlighted the transformative role of Organizational Network Analysis (ONA) and people analytics in understanding and leveraging the social capital within organizations. He emphasizes that ONA moves beyond traditional human capital data by incorporating the networks and relationships essential for work, thereby capturing the fluid dynamics of teamwork at scale. This approach not only overcomes the challenge of mapping ever-changing team dynamics but also supports diversity and inclusion efforts by fostering healthy, inclusive workplace relationships.

Greg Newman, 

Director of People Analytics at Deloitte Australia.

2019-06-19T19:24:36+00:00

Greg Newman, 

Director of People Analytics at Deloitte Australia.

Amy C. Edmondson emphasizes integrating people analytics into daily business activities for long-term growth in "Coca-Cola: Using People Analytics to Supercharge Workforce Planning." She advocates for treating data as part of the fabric of daily operations rather than a separate entity. Additionally, in "The Fearless Organization," Edmondson links frequent coworker communication to enhanced psychological safety, suggesting that regular interaction boosts comfort and innovation in the workplace.

Dr. Amy C. Edmondson,

Novartis Professor of Leadership and Management at Harvard Business School and author of "The Fearless Organization."

2019-06-19T19:16:54+00:00

Dr. Amy C. Edmondson,

Novartis Professor of Leadership and Management at Harvard Business School and author of "The Fearless Organization."

In "Give and Take", Adam Grant highlights the power of social connections and the significant impact of Organizational Network Analysis (ONA) on achieving success. He posits that a giving and collaborative approach within networks fosters long-term personal and organizational achievements. Grant emphasizes how ONA can reveal the key dynamics of collaboration, demonstrating that a culture of generosity leads to profound professional and personal growth.

Dr. Adam Grant,

Saul P. Steinberg Professor of Management at The Wharton School, University of Pennsylvania, and bestselling author of "Give and Take," "Originals," and "Think Again."

2019-06-19T20:29:59+00:00

Dr. Adam Grant,

Saul P. Steinberg Professor of Management at The Wharton School, University of Pennsylvania, and bestselling author of "Give and Take," "Originals," and "Think Again."

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Empower Employees, Transform Companies