Organisational integration
Your context
- An organisational change or re-structure
- Anecdotal evidence of low integration in newly-formed units
- Limited change management resources to support the integration journey
Your challenges
- To support the journey from legacy structures to new ways of working
- To identify and address instances of low integration
- To measure progress and demonstrate success to senior leadership
How Oxzeon's technology helps
- Using your pre-existing data, we map employee relationships within the target employee population, combining networks of email, instant messaging, and meetings
- To explore integration, we quantify connectivity within new organisational units
- We examine how the legacy structure may be influencing low connectivity
- By considering collaboration networks (e.g., MS Teams), we explore related factors, such as tool provisioning and ways of working
- We repeat these measurements to determine the impact of your interventions
Your outcomes
- An immediate set of baseline metrics for integration in newly-formed units
- Awareness of low integration instances, enabling highly targeted interventions
- A simple mechanism for tracking progress and demonstrating success over time
Sample illustrations
Read on to see some sample illustrations of our work in this area: Fig. 1: In this visualisation of a newly-created department, employees (the nodes) are connected by their email relationships (the edges). Node colour denotes the legacy department for each employee. Legacy departments still play a powerful role in how employees are clustered. Fig. 2: In this visualisation of the department from fig. 1, employees (the nodes) are connected by their email relationships (the edges), and node colour denotes legacy department. Some time has passed, and successful integration work has helped reduce the degree to which legacy department governs employee clustering.
| Fig. 1: L1-L2 Connectivity | Fig. 2: L1-L2 Connectivity |
|---|---|
| 0.77 | 3.25 |