The Solution

Key Measures:

Prestige relative to role/level.

• Communication frequency vs. peer average.
• Sentiment linked to outcomes or deliverables.
• Friction overhead with key stakeholders.
• Cohesion in high-value collaboration groups.

How It Works:
Org360 measures the reach and influence of an employee’s work in proportion to their role, showing where high-value relationships deliver impact and where friction reduces returns.

Key Measures:

• Keywords and topics indicating specialised skills.
• Who is consulted for skill-specific topics (prestige in skill domain).
• Cohesion among skill clusters.
• Friction levels in knowledge-sharing relationships.

How It Works:
Org360 maps who holds critical knowledge and whether compatible, constructive relationships exist to share it, allowing early detection of skill shortages.

Key Measures:

• Communication routing patterns (volume via individuals).
• Prestige of high-traffic nodes.
• Friction levels for key connectors.
• Cohesion scores in major communication pathways.

How It Works:
Org360 identifies where communication routes are over-dependent on individuals, and whether those relationships are easy or strained, the tool reveals bottlenecks and inefficiencies.

Key Measures:

• Cross-department communication volume and breadth.
• Prestige of cross-team connectors.
• Topic overlap detection between groups.
• Friction between departmental interfaces.

How It Works:
Org360 AI algorithms highlights where different teams are discussing similar topics but not collaborating effectively, showing whether friction or lack of connection is causing duplication.

Key Measures:

• Cross-functional communication frequency.
• Prestige within multi-disciplinary groups.
• Innovation-related keywords in exchanges.
• Cohesion between diverse team members.
• Friction index in creative collaborations.

How It Works:
Org360 finds the relationships and teams most likely to generate new ideas and shows where relationship quality is supporting or hindering innovation.

Key Measures:

• Initiation vs. response ratio in communications.
• Prestige in self-directed collaboration threads.
• Cohesion with leadership contacts.
• Friction with supervisors or key decision-makers.

How It Works:
Org360 tracks who initiates and drives conversations compared to those who primarily respond, and analysing relationship quality with leaders, the system shows where autonomy is effective and where accountability may slip.

Key Measures:

• Drop in communication frequency or breadth.
• Reduced participation in group discussions.
• Sentiment shift toward negativity or withdrawal.
• Declining prestige over time.
• Rising friction with close collaborators.

How It Works:
Org360’s AI algorithms spot sudden declines in activity, influence, or tone, paired with rising friction, signalling early signs of disengagement or burnout.

Key Measures:

• Customer-related topic frequency in communications.
• Prestige among customer-facing employees.
• Cohesion in customer support networks.
• Friction with customer liaison roles.

How It Works:
Org360 connects internal communication patterns to customer-facing work, showing which employees have strong, constructive relationships that drive customer outcomes, through sentiment analysis.

Key Measures:

• Partner-related communication volume and breadth.
• Sentiment in partner interactions.
• Prestige of partner-facing employees.
• Cohesion with partner teams.
• Friction across organisational boundaries.

How It Works:
Org360’s AI algorithms evaluates how efficiently and constructively your teams interact with external services partners, highlighting where friction may be hurting service delivery and reduction in efficiency.

Key Measures:

• Frequency of value-related keywords in comms.
• Sentiment alignment to values language.
• Prestige of cultural influencers.
• Cohesion across geographic locations.
• Friction between different cultural clusters.

How It Works:
Org36- detects values-related language and assessing relationship quality across locations, the tool shows where culture is cohesive and where it’s breaking down in real time.

Key Measures:

• Prestige in role-critical topics.
• Skill-related keyword patterns.
• Cohesion within departments.
• Friction with peers in high-collaboration roles.

How It Works:
Org360 checks whether those holding key influence and expertise are well-connected and compatible with their teams, supporting effective department performance.

Key Measures:

• Strategic topic alignment in communications.
• Prestige of aligned contributors.
• Cohesion with strategic leaders.
• Friction between individuals and change agents.

How It Works:
Org360 analyses conversations for strategic alignment and looking at relationship quality with leaders, the tool shows who is moving in sync with organisational priorities.

Key Measures:

• Adoption-related topic frequency.
• Sentiment toward new technology.
• Prestige of early adopters.
• Cohesion between adopters and non-adopters.
• Friction between adoption groups.

How It Works:
Org360 monitors adoption trends and relationship dynamics to ensure that AI and automation are being integrated smoothly across the organisation.

Key Measures:

• Frequency of metric-related discussions.
• Sentiment toward performance evaluation.
• Prestige of evaluators.
• Cohesion between evaluators and teams.
• Friction in feedback-related interactions.

How It Works:
Org360 tracks how performance topics are discussed and the relationship quality between evaluators and employees, the tool reveals where trust in metrics is high or low.

Key Measures:

• Prestige and influence of high-value individuals.
• Sentiment trends for top talent.
• Cohesion in their core teams.
• Friction with managers or peers.

How It Works:
Org360 flags retention risks by combining influence mapping with early signs of relationship or sentiment decline among top performers.

Key Measures:

• Prestige in knowledge-critical topics.
• Cohesion with potential successors.
• Friction in knowledge transfer relationships.
• Redundancy of communication links in skill domains.

How It Works:
Org360 identifies knowledge holders and whether they are connected and compatible with successors, ensuring smoother knowledge transfer.

Key Measures:

• Sentiment in change-related communications.
• Participation in change discussions.
• Prestige of change advocates.
• Cohesion with transformation leaders.
• Friction with change drivers.

How It Works:
Org360 tracks tone, participation, and relationship quality during change initiatives, the tool spots early signs of fatigue that could threaten adoption.

Key Measures:

• Ratio of operational vs. capability-building topics.
• Prestige in mentorship or learning-related exchanges.
• Cohesion in skill development networks.
• Friction in mentoring or coaching relationships.

How It Works:
Org360’s AI algorithms highlights whether the balance between short-term work and long-term growth is being sustained, based on the focus and quality of communications.

Key Measures:

• Communication time distribution.
• Async vs. sync exchange ratio.
• Prestige of cross-zone connectors.
• Cohesion across time-zone boundaries.
• Friction in cross-time-zone exchanges.

How It Works:
Org360 optimises work patterns by identifying where relationships and compatibility support async work and where friction is causing overload.

Key Measures:

• Skill diversity from communication topics.
• Prestige of multi-skilled connectors.
• Cohesion in cross-skill teams.
• Friction between skill groups.

How It Works:
Org360 AI algorithms assess whether skills and relationships can be reconfigured quickly for a pivot, highlighting where compatibility supports or hinders flexibility.

Key Measures:

• Communication breadth across teams.
• Prestige score in the network.
• Cohesion with influential groups.
• Friction with decision-makers.

How It Works:
Org360 detects employees whose contributions may be overlooked and shows how relationship quality with key influencers can improve visibility.

Key Measures:

• Frequency of change- and adoption-related topics in communications.
• Sentiment toward new technologies or processes.
• Prestige of early adopters and change champions.
• Cohesion between adopters and hesitant groups.
• Friction between pro-change and resistant individuals or teams.

How It Works:
Org360 monitors how change is being discussed and the tone of those discussions, identifies influential supporters, and detects where relationship barriers could slow or block adoption, allowing targeted interventions to reduce risk and accelerate uptake.

Key Measures:

• Skill-related keyword analysis across all communications.
• Prestige of employees linked to change-critical skills.
• Cohesion in skill clusters needed for transformation.
• Friction in collaboration between skill groups.

How It Works:
Org360’s AI algorithms maps out which skills are most central to the organisation’s communication and influence network during change scenarios, and highlights whether those skill holders are well-connected or hindered by friction, ensuring leaders know which capabilities to prioritise and protect.