Knowledge Retention not Employee Retention

I started out writing around an idea I had at work about Knowledge retention, perhaps a controversial one, it goes something like this:

Organisations shouldn’t concentrate on retaining employees, but should focus more on retaining their knowledge and help them to leave the organisation, even encourage them.

Pretty soon the article was getting out of hand and became huge. It talked about how to capture and retain knowledge within an organisation then how to facilitate the flow of this knowledge around all the employees. It began talking about the tools and methods that could be used to capture and facilitate the flow of knowledge, as well as how to encourage the employees to participate in this new way of working.

It definitely isn’t an all encompassing manual, but more a reference guide to encourage discussion and point you in some interesting directions.

Following is a list of the articles and topics to follow…see if any interest you and they’ll pop up over the next few weeks…


Enabling the employees to become knowledge sources:

Help the employees move…

Mentors and Experts…

Everyone in the organisation is a learner…

How to find out where the knowledge is:

Social Networks software…

Encouraging the employees to share their knowledge:

Culture change…need to feel that they are giving knowledge…not that the organisation is taking…

Review and reward the employees…

Giving the employees the tools to share their knowledge:

Learners as Experts…

Blogs for Experts…

Discussion Groups for Experts…

Social Networks smoothed…

Making Experts accessible…Learners becoming Experts…

Rating content…

Online presence…

Wikis…

Promoting Knowledge Exchange:

Promoting Knowledge Exchange…

Delivering the Knowledge to the employees:

Delivering the information…Email is a place where information gets lost, not delivered…

Instant Messaging, or Team Messaging…

Feeds…

Feed Aggregators…

A new Intranet model:

The redesign of the Intranet…

I hope someone finds this interesting, and please, if you’re going to reference it oblige me with a credit and link, or if you use it outside of the Internet, let me know how and if it helped you. If you’re an organisation who is interested in more, you know how to get hold of me, and I’m up for hire!

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