People Analytics
There are mainly two types of People Analytics companies use to analyze
Traditional People Analytics
Hierarchal Structure
Organizational Network Analysis (ONA)
Network Structure
Example Roles Super-connectors: Mitchell | Isolated Employees: Ramirez
ONA detects crucial factors that most companies can NOT afford to ignore
Before LEAD.Bot
After LEAD.Bot
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 currently?
LEAD provides you recommendations on how to shift the flow to the ideal stage.
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?
Burnout and underappreciation are usually the ignored factors, but we’ve got you covered.
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
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
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.
See what HR leaders and management experts say about ONA
"Organizational Network Analysis (ONA) has the potential to revolutionize how we predict productivity and people success in the workplace. By examining the complex web of relationships and collaborations within an organization, ONA provides us with the ability to identify hidden talents, foster innovation, and support individuals in achieving their full potential. It's a data-driven approach to maximizing human capital and ensuring sustainable growth."
2019-06-19T19:24:36+00:00
Dr. Jaime Teevan,
Chief Scientist for Microsoft's Experiences and Devices division and Affiliate Professor at the University of Washington, with a PhD from MIT.
https://www.lead.app/testimonials/find-belonging/
"Organizational Network Analysis (ONA) can play a crucial role in change management initiatives by identifying informal influencers and communication patterns within an organization. By understanding these networks, leaders can better design and implement change strategies that leverage existing relationships and enhance overall collaboration, ultimately driving more successful and sustainable transformations."
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."
https://www.lead.app/testimonials/more-than-just-another-survey/
"Organizational Network Analysis is an invaluable tool for organizations that want to maximize their collective intelligence. By illuminating the informal connections and collaboration networks that exist within a company, ONA enables leaders to identify and leverage the key influencers, promote knowledge sharing, and drive innovation more effectively."
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."
https://www.lead.app/testimonials/leads-technology/
