Last fall, in conjunction with MSLOC 455, I built a social network graph of the people in my function that captured patterns of advice and knowledge seeking among the network members. My intent was to understand how information flowed between individuals and teams, where there were strong connections, and where there were holes between teams. My thinking was that understanding this network could help effectively disseminate communications about change.
But what happens when that network is disrupted? Since I built the graph last fall, many people have either left the function or left the company entirely, disrupting the structure that I had mapped out. Unfortunately, many of those who have left have not been replaced, so I’m afraid there may be gaps now that did not exist previously.
What happens when employee networks are disrupted? What are the consequences? Are there any ways to mitigate network disruptions caused by exiting employees? That’s the focus of my reading right now, and my comments on some of the research will be the subject of a future blog post.