How-4

21/11/2019

Here is our latest release: Managing Diversity with Organizational Network Analysis # diversity

04/09/2019

"The Wall Street Journal" in un recente articolo di luglio commentato dal Professor Boris Groysber della Harvard Business School, parla dell'importanza di "mappare" l'organizzazione informale dell'azienda (ona) attraverso software sofisticati che aiutino ad individuare, trattenere e promuovere i talenti nascosti, le "hidden stars" (stelle invisibili): TO READ THE FULL STORY: https://lnkd.in/gE8UZ8R
www.how-4.com

Employers are using new methods to map their workers’ informal networks. Their goal: locating the hidden stars in their ranks.

28/08/2019

"ONA, i software che trovano i talenti nascosti nelle aziende"
La Repubblica 12-08-2019

29/07/2019

Accelerating the Digital Transformation with Organizational Network Analysis

According to Harvard Business Review “since 2000, 52 percent of companies in the Fortune 500 have either gone bankrupt, been acquired, or ceased to exist as a result of digital disruption.

Interestingly enough, Forbes highlights that the digital transformation itself has only a 16% chance to succeed. Why is this?

When we think about digital transformation we usually associate it to new investments in technology driving new values for customers and businesses. In businesses, like in any other field, technology helps people sort out their job but statistically, employees don’t like change.
Consequently, businesses are likely to run into their resistance, unless digital transformation means getting things done in a better and easier way.

To talk their employees into the change, many companies appoint change agents. Nevertheless, as Harvard Business Review stresses, “more than 50% of influencers are typically unknown to the management”. To identify them in a scientifically and business proved way there is ONA (Organizational Network Analysis). Recent studies show that, on average, with just 4% of influencers identified by ONA the organization can help about 70% of employees embrace the change, thus being a powerful tool.There are different ways to do ONA. Short surveys are effective and fast.
HOW-4, is a platform that analyzes large and complex organizations based on the employee’s answer to a short survey, supporting businesses quickly accelerating change.

17/07/2019

Why focusing on Employee Experience?
Today companies are dealing with generations – from Millennials to Generation Z - who have grown up in an experience economy. Even when it comes to work, new generations value experience more than stuff. As companies are aware that employees are their best asset, Employee Experience is becoming critical to them.
The 60’s already witnessed some theories highlighting how company growth, in terms of speed and change management, is closely related to the availability of organizational as well as specific skills in human resources. Since then, the impact and importance of employee experience within companies has been significantly growing. From cost savings, to revenue generation, all metrics are directly influenced by the employee experience.
The various employee experiential paths provide data that, with support of a dedicated platform, help HR develop new strategies for an engaging and productive work environment in line with company's goals and employees' expectations.
HOW-4 is a platform that analyzes large and complex organizations based on the employee’s answer to a short survey, thus providing tailored synthetic indicators to support HR teams activate concrete employee

04/07/2019

Who are your “go-to” People?

Every organization has its “go-to” people, people in any department who can answer any question.

They are people with recognized authority who share their new insights and information, thus allowing a collective to cooperate on one process while achieving enhanced intellectual performance.

These mutually enriching relationships continually learn from feedback to produce just-in-time knowledge for better decision than acting alone. They are spontaneous connections critical to any organization.

Formal organization charts often don’t feature the network of people who actually execute work.

ONA tools help understanding how information in organization is flowing, can flow, and should flow. These tools offer valuable insights for the organizational design, highlighting where people can deliver their best and freeing talent to fill more value-added activities.

HOW-4 - an emerging ONA tool - reveals and monitors the existing networks, uncovering the latent power of the informal networks.

26/06/2019

Organizational Network Analysis Tools are drivers for people and business success

New organizational balances and structures are making their way in companies following the digital revolution.

To help organizations and their HR get a better understanding of ongoing changes, technology and the latest data capabilities provide powerful tools.

One tool is the organizational network analysis (ONA), a new form of HR technology that gets data from feedback surveys, instant messages and collaboration platforms.

The ONA software displays both formal and informal relationships in organizations by analyzing how information, communications and decisions flow internally and assessing the level of engagement.

When based on the patterns of communication and influence identified through the nodes, connectors and ties of ONA, expectations are easier to meet.
This is why this methodology and its toolsets are growing, improving work lives and making people and businesses more successful.

HOW-4 - an emerging ONA tool - reveals and monitors the existing network uncovering the latent power of the informal networks thus supporting people and organizations on their path to success.

13/06/2019

A new Tool for Measuring Generation Z Engagement

Generation Z and Millennials have been entering the workforce, bringing change.

They are challenging the way the work gets done and creating new demands in the workplace. Like no other generation, they want more collaboration and feedback at work, since they are used to receiving it night and day, and recognition, value.

This demographic change within the workforce increases the need for digital and social technologies and Managers will need to meet the digital native generation expectations to attract, retain and engage good people.

In their job of understanding what matters to employees today, they invest in analytics and measurement tools to value the information they get about direct insights into how people work together and what they care about.

PATPAT360 is the new tool designed by Active Value Advisors for boosting internal communication and getting your employees totally engaged through continuous feedback.

PATPAT360 provides employee access to the corporate internal social network fueling online collaboration, helping employee feedback to flow to managers, and fostering their willingness to be successful in the position.
Why choose PATPAT360? This is the answer: www.patpat360.com

12/06/2019

Organizations Innovate by cultivating Informal Networks
Within organizations people build and maintain personal networks.

When it comes to ask colleagues how they might handle a certain issue, ideas are expressed and potential solutions explored through these open interactions in the network. Here, people who have similar but not the same expertise, bring their ideas and different values forward in their challenge of understanding how to get the work done effectively.

Thus, by engaging a broader network, people frame the problem and produce more innovative outcomes.
Besides, people who explore possibilities together and co-create solution contributing to the evolution of something new, are more engaged in its success. When implementing the innovative solution they have come up to, they naturally become early adopters and spread positive word of mouth.

The innovation process is therefore faster and easily accepted by the organization itself. To bring in the needed knowledge as the work evolves, it is critical to detect the network brokers, who serve as bridges within the network, as well as connectors who can socialize ideas.

HOW-4 it’s a sound methodology that allows to identify the performer’s identity (broker, hub, bridge). By diagnosing the entire organization or the single business unit, it provides quick access to insights about people centrality and cooperation.

HOW-4 reveals and monitors the existing network uncovering the latent power of the informal networks to support organizations on their path to innovation.

Fabio Fedel, Managing Partner HOW-4