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Loss of knowledge due to job change

Many companies do not realize the loss of an employee until he or she has already left the position; especially when critical situations arise in which the know-how of the experienced employee would have been worth its weight in gold. Harvard Business Review has defined the most significant know-how losses - and we show you how you can cleverly prevent them in order to keep the valuable knowledge in the company.

Take measures to minimize the risks of knowledge loss even before your employee changes jobs and digitize the knowledge within your company easily and quickly.

Relation

Scenario:

Alexander has retired. Before his retirement, he makes a list of all his contacts to share with the company. This list contains all the contacts with whom Alexander has built up a wonderful business relationship over the years. He knows who to approach to initiate new projects, find partners for collaborations, and who is a specialist in which field. The company accepts the list, but all that can be seen on it are names and addresses. The information on the individual persons is lost.

Sample solution:

Alexander scrolls through his XING network and picks up his screen as he does so. Arranged alphabetically, he names the specialty of all company-relevant contacts and explains which projects were realized together. In addition, he includes anecdotes that refer to the personality of the contact.
An interpersonal relationship does not develop overnight. Therefore, Alexander cannot be replaced immediately. However, it is possible to provide supporting information for newly emerging relationships and to build on Alexander's experience.

Reputation

Scenario:

Hans has been an external machine and plant operator for KMU GmbH for quite some time. When he starts his transfer to the USA, his customer regrets this very much. Hans has always done an excellent job for KMU GmbH, knows its working methods and the special features of the individual machines. Accordingly, the customer's expectations of his successor are very high. Unfortunately, the latter does not know the special cases of the machines and often takes a long time to find a suitable solution. The customer is disappointed and considers switching to another company.

Sample solution:

Hans films the work on the machines with his cell phone camera and adds simple explanations afterwards. In this way, he creates an optimal simulation video, which greatly simplifies the work for his successor and prevents mistakes.

Re-Work (Rework)

Scenario:

Petra has decided to change companies after a long time. Before her change, she familiarizes the new colleague Sandra. However, in the short time she is still with the company, she does not manage - apart from handing over projects and completing her own tasks - to provide the new colleague with important information on internal company working methods, communication and the intranet. When Petra finally leaves the company, Sandra feels left alone. She does not know who is responsible for what in the company and how she can clarify her questions, which also has a negative impact on her work performance.

Sample solution:

Internal processes are regularly taken up by all colleagues. This relieves the burden on the employee tasked with offboarding so that he or she can focus on completing his or her own tasks. Short explanatory videos can be shared with new employees even before they start work, making it easier for colleagues to familiarize them with the job and for them to get started themselves (so-called "preboarding").

Regenartion

Scenario:

When Steve Jobs left Apple Inc, Apple's sales-beating innovations were stagnating. His experience and wealth of knowledge were what drove innovation at the company. After that, Apple was no longer able to launch successes such as the iPhone, the iPod or the iPad.

Solution:

Here, too, it becomes clear that you cannot clone a human being. But you can store his knowledge efficiently and make it accessible to his successors. A video recording provides impulses and makes it possible to think further about ideas that have already been thought of. In this way, you do not lose any information.

Respond quickly and digitize your knowledge

The only strategy to avoid a loss of knowledge due to job changes is to react before the loss occurs. This means: Knowledge must be stored and shared efficiently. Some information can be easily textualized. It can be published in internal company wikis or disseminated via forums without losing comprehensibility.

Other information, however, be it experiences or topics that need a practical or visual illustration, reaches its limits with these methods. SlidePresenter's video creation helps you optimize knowledge retention and transfer, and make the offboarding of the previous employee and the onboarding of the new employee as smooth as possible.

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Digital knowledge transfer in the company

The productivity of your employees depends to a large extent on whether the knowledge they need for their work is available to them. Digital knowledge transfer thus becomes a success factor for companies.

Browse our articles and find out how you can improve your digital knowledge transfer.