AI-Driven Organizational Network Analysis (ONA)
Use AI to map informal collaboration networks, identify key influencers, and optimize organizational structure.
Transformation
Before & After AI
What this workflow looks like before and after transformation
Before
Organizational structure defined by org chart, but real work happens through informal networks. No visibility into: who influences whom, collaboration bottlenecks, siloed teams, risk of key person dependencies. Restructuring based on gut feel.
After
AI maps actual collaboration patterns from email, Slack, meetings, code commits. Identifies: key influencers (not just managers), collaboration bottlenecks, isolated teams, over-burdened individuals. Informs restructuring and succession planning.
Implementation
Step-by-Step Guide
Follow these steps to implement this AI workflow
Select ONA Platform & Ensure Privacy
4 weeksChoose: Microsoft Viva Insights, TrustSphere, Confirm, or academic tools (Gephi + custom data). Critical: anonymize personal data, aggregate at team level, comply with privacy laws (GDPR). Communicate transparently: how data is used, who has access, opt-out options.
Collect Collaboration Data
4 weeksAI analyzes: email metadata (who emails whom, not content), Slack/Teams messages (frequency, not content), meeting attendance, code collaboration (GitHub PRs), document sharing (Google Drive). Builds network graph: nodes = people, edges = collaboration strength.
Analyze Network Patterns & Identify Insights
6 weeksAI detects: central influencers (high betweenness centrality), collaboration bottlenecks (single points of failure), siloed teams (low cross-team connections), over-connected individuals (burnout risk), peripheral employees (may need support). Generates visualizations and reports.
Inform Organizational Design Decisions
2 weeksUse insights for: restructuring (move teams closer who collaborate frequently), succession planning (identify backup for key people), onboarding (connect new hires to central people), cross-functional project staffing (leverage existing relationships).
Monitor Network Health Over Time
OngoingTrack trends: is collaboration improving? Are silos breaking down? Are key person dependencies reducing? Use as leading indicator of organizational health. Quarterly ONA reports for leadership. Combine with engagement surveys for holistic view.
Tools Required
Expected Outcomes
Identify hidden influencers (not on org chart but critical to work)
Reduce collaboration bottlenecks by 40% through informed restructuring
Improve cross-team collaboration by 30% (break down silos)
De-risk key person dependencies (succession planning)
Optimize team structures based on actual work patterns, not assumptions
Solutions
Related Pertama Partners Solutions
Services that can help you implement this workflow
Frequently Asked Questions
Be transparent: communicate why you're doing ONA (improve collaboration, not monitor performance), what data is collected (metadata, not content), how it's anonymized (aggregated at team level, not individual tracking). Offer opt-out. Use for organizational design, not individual performance reviews.
That's the point! ONA surfaces reality vs. assumptions. Use insights constructively: how can we improve? Not punitively: who to blame? Share findings transparently. Focus on system improvements, not individual judgments.
Correlation with human judgment: 70-80%. AI measures communication patterns, but influence is complex (expertise, trust, persuasion). Combine AI insights with manager input and employee surveys. Validate with qualitative interviews before making big decisions.
Ready to Implement This Workflow?
Our team can help you go from guide to production — with hands-on implementation support.