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Research Bulletin | 2013
Knowledge and strategic relationships fuel many organizations in
today’s rapidly changing, global economy. As such, organizations
need to leverage the individuals—and their networks—that
possess the most relevant knowledge, whether they are current
employees or are only loosely connected to the organization. To do
this, organizations should create and leverage peer collaboration
networks that enable them to identify and connect with individuals
who have the unique skills, knowledge, and capabilities these
organizations need. Research indicates that this approach works
in driving value organizations that have effectively used internal
reputation networks and profile databases have been able to
increase key metrics such as employees’ time to productivity and
This research bulletin answers the following questions:
• Whyare employees’ reputations and networks especially
• Howcan online tools that publicize employees’ accomplishments
and recognition from peers help employees build and manage
• Whatis the role of these online tools in assisting managers with
September 30, 2013
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Why Reputations and
Networks Matter in the
Open Talent Economy
About the Author
Stacia Sherman Garr
Bersin by Deloitte
Deloitte Consulting LLP
Achievers inspires Employee Success.™
Our software helps global companies dramatically increase
employee engagement, retention, and performance to drive
overall business success.
1. Slide 33 and 34: Meister, J (2012). “Three reasons you need to adopt a millennial mindset regardless
of your age.” Forbes.com online column. Accessed 8/23 2013.
2. “Why Reputations and Networks Matter in the Open Talent Economy.” Bersin by Deloitte. 2013.