LinkedIn. Facebook. Twitter. Email. IM. Text messages. Blogs. The list goes on.
Data driven by you, and about you, is everywhere. And it is increasingly an organizational instrument that employers — or perspective employers — ply with a bevy of data analytics tools to determine your value, influence or motivation within and outside an organization.
A recent article in Fast Company describes Influencer, a new software tool by Salesforce.com that measures an employee’s influence. It is not so much how many status updates someone posts to a corporate social site — volume can be a drawback — but more an amalgamation of posts, Likes, shares and other attributes that determine an individual’s sway.
Another company, Cataphora, uses big data to model employee behavior. Its software shows a contextual relationship between data — emails, spreadsheets, IM, phone calls, wikis, expense reports and the like. It builds a digital character for each employee that is mapped against a model of the organization’s normal behavior. The result: any deviations from normality are detected. This can produce a variety of findings, from who the really skilled managers are to who is involved in risky behavior.
Algorithms that measure influence and motivation are part of a new group of analytic tools — from pre-employment analytics to on-the-job assessments — that can help a company determine your value throughout your career.
If these tools do become, as I believe they will, a fact of life in organizations, what are those data attributes that you should be aware of — and those you should avoid — as you build your digital footprint?
To learn more, I spoke with Elizabeth Charnock. In addition to founding Cataphora she has written a book, E-Habits: What You Must Do to Optimize Your Professional Digital Presence (McGraw-Hill, 2010).
One big point to consider in building a digital persona, says Charnock, is aggregation — the way you assemble and publicize information about yourself over time.