Talent Optimization


By complementing traditional talent metrics with network data leaders and Human Resource executives are able to make dramatic improvements in key business results. The videos and articles below specify ways that top companies obtain greater impact from talent pools by applying a network perspective.

Improving Talent Utilization With A Network Perspective

Performance and talent management processes in most organizations do not sufficiently account for networks and collaboration that are critical to work of any substance. Network analysis provides a third data point (often complementing objective measures and supervisor/peer assessments) to help leaders better utilize skills and expertise.

Obtaining A Multiplier Effect On Talent Management Initiatives

Relevant Research

Obtaining Greater Impact From Top Talent And Experts With A Network Perspective

Typically 3-5% of employees support 20-35% of the value added collaborations in an organization. In most organizations more than half of these people are not recognized as high performers and so are flight risks -- when they leave they disrupt networks in significant ways. In addition, usually 20% of employees identified as top performers are on the fringe of the network and so not making sufficient impact. Working with each category of employee produces significant innovation and performance benefits.

Improving Utilization Of Talent With Network Analysis

Relevant Research

Speeding On-Boarding By Systematically Integrating Newcomers Into Networks

In strong culture companies it usually takes 3-5 years for newcomers to become influential in networks and replicate the connectivity of successful people in that organization. This timeframe has been dramatically shortened by organizations that have developed processes to help newcomers more rapidly integrate and replicate the networks of high performers.

Rapid On-Boarding Through Networks

Relevant Research

Reducing Costly Turnover and Improving Employee Engagement With Organizational Network Analysis

Employee engagement and retention is heavily related to the quality of one’s network. Our research shows that too little OR too much connectivity is a significant driver of dis-engagement and departure. Further, when well-connected people leave — particularly if they are seen as energizers in the organization — employees connected to that person are more likely to leave. Many top organizations have made significant strides in improving work context and retaining top talent by building networks strategically.

Improving Employee Engagement and Retention With a Network Lens

Relevant Research

Research Overview

This research program is revealing how leading organizations are strategically managing talent pools more effectively with network insights. Tactically the research focuses on improving key talent processes — recruiting, on-boarding, performance management, compensation, succession planning and workforce engagement — through tools and interventions that cultivate networks critical to key business outcomes.

Research Results

Outputs of this research program will include white papers and articles for practitioner outlets. In addition, we plan to develop and make available cases, resources and tools (both guides and software products) that can be used to drive results in your organization. These include:

  • Best/next practices that improve talent processes with network insights (with a specific focus on recruiting, on-boarding, succession planning, compensation and engagement/retention)
  • Business driven case summaries of problems organizations solve with network analytics and interventions
  • Software based macros or algorithms for talent optimization analytics based on survey or passive network data sources
  • Benchmarking statistics
  • Quarterly webinar and annual meeting for networking and best practice sharing

Research Coordinators

Seasoned talent executives will help to shepherd this research thread in a way that is most impactful for members. This group will include: Greg Pryor, Margaret Schweer and Katy Strei.

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