Having a knowledge transfer process embedded in the culture of your workforce enables employees to transition less painfully from out-of-date job roles and ways of doing things to new roles, tasks, and performance standards. Structured knowledge transfer is critical for dealing with “the people part” of change because it provides employees with the tools to see what the change means down to their job’s task level, to learn needed skills from a designated standard bearer, and to measure whether they are doing things the new, right way. Without this level of clarity, transitions are confusing at best, downright stressful and productivity-crushing at worst. And, once an organization has established a culture of knowledge transfer, its workforce can face not only the current transition, but future ones as well.
Transitions come in many shapes and sizes. Think about which ones your company is facing today:
- New technology rollouts—in which a few people or teams get trained first and have to bring their new skills back to the larger organization.
- Reorganizations—in which new teams are forming and people are moving from one part of the company to another.
- Rapid growth and hiring—where significant numbers of new employees, contractors, and partner resources needs on-boarding.
- Mergers and acquisitions—with two or more companies needing to integrate systems, staff, cultures, and technology.
- New process launches—to improve productivity, innovation, or respond to changing market landscapes, tools, or regulations.
- New markets, products, and customers segments—requiring newly formed project teams who focus on meeting new objectives.
- Layoffs and downsizing—during which remaining employees have to pick up the slack from those who left.
- Retirements and a graying workforce—in which workers leave before they can fully train others about the knowledge they’ve gained through their years of experience.
- Cost cutting measures—in which new standards are introduced.
- Productivity and cross training challenges—to reduce rework and improve flexibility and consistency.
- Outsourcing—requiring job role change, often with offshore partners who have different knowledge bases, processes, work styles, and cultures.
- Relocation or expansion—requiring new physical space for offices or production.