3 Elements of a Successful Knowledge Transfer Program

Knowledge transfer can present challenges to organizations, particularly complex organizations that must offer complex ideas to clients, new hires, and promoted employees within very short time frames.

For such companies, a complete knowledge transfer program is necessary to guarantee a health company. The three factors below are key for creating such a program and ensuring its continuing success.

1. Innate understanding of the impact of knowledge

How does knowledge affect business factors? Companies trying to create knowledge transfer strategies must have a clear understanding of the types of knowledge they are dealing with, and their exact impact on operations.

How does the information tie into economic gains? Is its impact on profits direct or indirect?

Knowledge cannot be effectively transferred until it’s understand. Knowing the benefits and challenges behind any type of knowledge will help firms choose the right types of knowledge to teach for the desired result.

For this reason, it’s often beneficial to appoint a specialist in training and knowledge orientation who has this type of understanding. Otherwise, there’s little guarantee the program will succeed.

2. Proper software preparation and formatting

Transferring knowledge in the modern age almost always involves digital data. Even a mentor relationship will include emails, IMs, and other types of online work.

When dealing with external clients and partners, companies must also deal with different software, cloud solutions, and data management approaches. All knowledge should be in the proper format.

The different parties should agree on common programs, portals, and systems to use during the knowledge transfer process, and both sides should have a complete understanding of these systems. This will prevent knowledge from being improperly communicated or lost.

This step can involve many parts of the company, from HR to IT. It’s advisable to choose ideal communication methods and software when you’re building a knowledge transfer program, so you always know what systems to fall back on. Of course, as technology changes, your formats may need to change, as well.

3. Checks and balances

Did the knowledge transfer work? How do you know? Any successful knowledge transfer program will include feedback and checks that show knowledge has been properly retained in the long term.

If knowledge is quickly shifted but later lost, it will do no one any good. Watch for danger signs and alter your approach to knowledge management to ensure that lessons remain learned and information is permanently passed on to new employees.

Knowledge audits and similar solutions can help with this task.