Knowledge transfer is a key success factor for organisations today. Many decision-makers are realising that traditional approaches are often no longer sufficient. The challenges are manifold: employees change frequently, specialised knowledge often remains unused and new technologies are changing the world of work. In this context, knowledge transfer is taking on a new significance. It is no longer just understood as documentation, but as a living process that must be continuously organised.
Knowledge transfer as a strategic task
Companies need clear strategies to pass on knowledge in a targeted manner. Many clients come to us with the question of how they can make their internal knowledge more visible. They often report that important information is only held by individuals. This harbours risks, especially if these people leave the company.
A practical example: In a medium-sized company, a long-standing product manager was responsible for the development of a key product. When he retired, there was a lack of knowledge about product development. Colleagues had to invest a lot of time reconstructing the details. A structured approach to knowledge transfer could have prevented this loss.
Another example: In a consultancy firm, knowledge was often only passed on verbally. New employees had to painstakingly acquire the knowledge. The introduction of knowledge databases and regular workshops significantly improved the transfer of knowledge.
Knowledge transfer is also crucial in the IT sector. Here, teams often work on complex projects. If knowledge is not shared systematically, errors and delays occur. Regular documentation and exchange formats help to avoid these problems.
Modern approaches to knowledge transfer
Personalised knowledge transfer
Personalised knowledge transfer relies on direct exchange between employees. Mentoring programmes are particularly effective here. Experienced colleagues pass on their knowledge to younger employees. This not only promotes the transfer of knowledge, but also employee retention.
One example: A mentoring programme for new managers was introduced at a large bank. The mentees received regular feedback and support. This enabled them to grow into their new roles more quickly.
Mentoring is also widespread in the healthcare sector. Doctors pass on their knowledge to junior doctors. This often takes the form of joint meetings and case discussions.
Another example: A buddy system was introduced in a software company. New employees were mentored by experienced colleagues. This promoted the transfer of knowledge and the integration of new team members.
Codified knowledge transfer
Codified knowledge transfer utilises digital tools and documentation. Knowledge databases, manuals and guidelines are key instruments here. They enable access to knowledge regardless of the presence of individuals.
One example: A digital knowledge database was introduced in a production company. All important processes and instructions were documented there. This allowed employees to access the knowledge at any time.
Documentation is also important in the education sector. Teachers share teaching materials and best practices via digital platforms. This promotes the transfer of knowledge and the quality of teaching.
Another example: In an insurance company, all important processes were recorded in a digital manual. This enabled new employees to familiarise themselves quickly.
Knowledge transfer in practice
Knowledge transfer works best when it is integrated into everyday working life. Regular meetings, workshops and feedback sessions are helpful here. Digital tools such as Slack or Teams also support the exchange of information.
One example: Weekly brainstorming sessions were introduced in a marketing agency. Here, employees exchanged new ideas and projects. This encouraged knowledge sharing and creativity.
Exchange is also important in the logistics sector. Teams regularly exchange information about process optimisation and new technologies. This improves efficiency and the quality of work.
Another example: Barcamps were introduced at a research organisation. Here, employees were able to present their projects and receive feedback. This promoted the transfer of knowledge and collaboration.
BEST PRACTICE with one customer (name hidden due to NDA contract) A knowledge management system was introduced in an international company. Employees documented their projects and experiences in a central database. In addition, regular workshops and mentoring sessions were offered. This significantly improved the transfer of knowledge. New employees were able to familiarise themselves more quickly and the quality of the projects increased. Employees reported that they felt better networked and supported.
My analysis
Today, knowledge transfer is more than just documentation. It is a living process that needs to be continuously organised. Modern approaches such as mentoring, workshops and digital tools support this process. Decision-makers should understand knowledge transfer as a strategic task and promote it in a targeted manner. This is the only way for companies to be successful in the long term.
Further links from the text above:
Knowledge transfer methods: Strategies for securing knowledge
Knowledge transfer: How to secure expertise in your company
Knowledge transfer | Definition, methods & examples
Knowledge management in the company: Methods + Tips
Knowledge transfer - methods, examples, definition
Knowledge management: The 5 most important methods for your company
Knowledge transfer - definition, methods, examples
Knowledge management in the company: The 3 best methods
Knowledge management: definition, methods and tools for effective corporate management
KNOWLEDGE TRANSFER IN COMPANIES
Knowledge management l Definition & methods
Knowledge transfer in companies - Guidebook
Knowledge transfer: Definition - Sage
Experience transfer - identifying and digitising knowledge
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