Knowledge Retention & Transfer: What You Need to Know February 7, 2012 Jay Liebowitz, D.Sc.
Manpower Professional Knowledge Retention & Transfer
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Transcript of Manpower Professional Knowledge Retention & Transfer
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Manpower Professional
Knowledge Retention & Transfer
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the problem
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80% of employers expect fewer than
5% of their employees to leave
voluntarily in 2010
Source: Manpower, 2010
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60%
of current employees intend to pursue new job
opportunities when the economy improves
Source: Right Management, 2009
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Consider
• The first wave of the 76 million baby boomers turns 65 in 2011
• Employees change jobs six to eight times over a lifetime1
• Most employees leave for reasons other than money2
– Need for trust
– Hope for the future
– A sense of worth
– A feeling of competence
Knowledge Retention & Transfer
Sources: 1. “Job Security is Dead,” Sales & Marketing Magazine, 22 January 2007 2. Leigh Branham, 2005.
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the solution
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Knowledge Retention & Transfer
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Attract / Recruit
• Tell candidates about the emphasis on knowledge retention and transfer
• Introduce technology that supports knowledge sharing• Introduce communities of practice
Knowledge Retention & Transfer
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Knowledge Retention & Transfer
Onboard
• Introduce subject matter experts• Train on job tools and technology• Develop mentor programs
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Retain
• Career pathing• Skills development and training• Reward and recognition programs• Best practice sharing• Support of communities of practice• Employee satisfaction surveys• Regular performance evaluations
including peer-to-peer feedback
Knowledge Retention & Transfer
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Promote / Exit
• Formalized training of successors• Exit interviews• For retirees, ongoing role as consultant or mentor
Knowledge Retention & Transfer
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Drivers of Success
• Spans the employee life cycle• Supported by a culture of engagement• Encouraged through transparency• Tied to business objectives
Knowledge Retention & Transfer
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To learn more about our research and findings, please visit manpowerprofessional.com