What is Organisational Network Analysis (ONA)?

The ins & outs of Organisational Network Analysis

Have you ever had that one colleague you can rely on to know all the answers? That go-to-person at work who knows a bit about everything? The company Yoda!? That delegated colleague who inadvertently becomes one of the company’s best connectors and informal influencers.

An Organisational Network Analysis (ONA) is the process which helps to identify those informal influencers in the organisation. It is a structured way to visualize how communication flows, how people share information and change happens; examining the network and patterns of relationships that exist among interacting individuals or groups within and across organisations.

The four key components

According to Deloitte, one of the ‘Big Four’ accounting companies in the world, an ONA consists of four key components. The central nodes (rapid information & communication sharers), knowledge brokers (bridge makers between groups), peripherals (overlooked, unconnected and unengaged), and ties (representing the informal and formal relationships).

By adopting sophisticated ONA’s, this enables companies to map out social networks and identify the key points of connectivity where value has been created or destroyed. By identifying the four key components, an ONA can increase operational activity, transform ways of working and influence change. Through smarter management and communication, leaders can increase collaboration across their entire workforce.

Internal communication & ONA’s

ONA’s reveal the reality of the social network connections between people, irrespective of hierarchy, role and governance; a vital process for establishing and solidifying internal communication within any company.

By understanding the networks that employees use to get work done, executives leading organisational change efforts can harness the power of invisible, informal yet highly influential networks of relationships.

With ONA’s, companies are able to create:

• Cross-functional teams
• Build a more collaborative business culture and
• Enhance team performance

to achieve long-term sustainable change and business transformation.

They have the power to examine and identify key influencers in companies. By unearthing who may have the potential to introduce and drive change, companies can limit costly disruption.

For more insight into ONA, watch the case study by Thomson Reuters recently presented at the Top Employers HR Conference 2018 or contact us today.

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At ClearVoice Comms, we are experts in delivering employee engagement and communication strategies that inspire your people and transform your business. We influence change through the power of communication to improve your company’s performance. For more information or help with organisational network analysis and influencing change, call or email us today and let us show you how the power of communication can engage your employees and change your business.