In my home country, Indonesia, the numbers of coffee shop opening has increased. With new working arrangement, employees are not required to come to the office every day. They can work from home, or I would say, work from coffee shop. When people visit coffee shop, they order different types of drink, starting from americano, cappuccino, or any kind of latte (e.g., matcha, chocolate, and other non-coffee menus).
Organizational Network Analysis (ONA) is a concept of finding the "go-to" or the most influence people inside the organization. There are various choices of coffee shop that you can pick to go to. According to the Quick Service Restaurant (QSR) in 2022, the top coffee shop in USA is Starbucks. If we investigate deeper which is the "go-to" kind of drink that everyone loves to purchase, the current result from Google would probably go to Pumpkin Spice Latte, because it's a autumn seasonal drink. When we are talking about people inside the organization, we can also identify the "go-to" team members that can give positive impact to the organization.
Conducting ONA could give benefits for organization, which are identifying the hidden talent and prepare for succession planning. To identify the most order drink in Starbucks, we can simply use the financial report and see which menu give biggest profit contribution. But when it comes to talent, the criteria of finding the "critical role" tends subjective and complex. ONA could help the organization to find the pattern using the passive data (e.g. e-mail and other communication tools) and/or active data (e.g. conducting survey to employees about the working relationships). From the ONA result, we could be surprised that the most "critical people" might not come from the top-managerial level. It could be anyone, from any level - as long as they have great knowledge in business process and organizational information.
The other benefit is supporting change management, especially when company wants to promote the Diversity & Inclusion (D&I) inside the organization. For instance, HRBP has influential role that could help organization in promoting and driving the initiative, because they work closely with the business. Furthermore, the ONA could also help company evaluate the D&I implementation. If the company wants to increase the proportion of female employees, they could analyse whether adding certain numbers of female could make the team more effective and innovative, or arise the dispute.
If ONA could lead to great benefits for organization, then how often should this analysis be taken? Is the result tend to be evergreen, or is it for short of period time like Starbucks' Pumpkin Spice Latte?
Kommentit