I’ve recently left Capgemini and am writing this post just before 1am in Muscat, Oman, while listening to Joan Armatrading singing ‘The Weakness in Me’ in the background. None of that is really important.

Over the last few days before I left Capgemini, I had been thinking about how you quantify in social terms the loss of people. Over the last year, Capgemini has lost @buchanla, @windahl, @fransgaard and now @guy1067. In my opinion to have lost one of those people is understandable. People get to a point, get a better offer, move on…

What I find hard to make sense of, however, is that you don’t often get four people with the experience, credibility and understanding of social coming together in the same place at the same time. You know what they say about buses never coming and then suddenly loads turn up all at once. I’m not here to criticise, try to understand the whys and wherefores, or be self-indulgent, but more to try and understand whether it is possible to quantify the gap left when people leave a company.

The conclusion I came to is that it’s not really possible yet. We do have proxies, but what these proxies represent or equate to is not quantified.

  • What does a Klout score of 63 really mean?
  • What does having 4668 Followers really mean?
  • What does Tweeting 19046 times really mean?
  • What does receiving 27 LinkedIn recommendations mean?

Social_scores
[Followers = Twitter Followers ; Updates = Tweets ; LI Connections = LinkedIn Connections ; Rec received v= Recommendations received in LinkedIn ; Rec given = Recommendations given in LinkedIn]

Whilst I don’t know what the different scores really mean, I do know that an opportunity was missed…