Turnover is one of the most difficult personnel hurdles to overcome in many organizations, and one of the biggest problems associated with turnover is “brain drain,” or the departure of specific skills or knowledge along with the employee who leaves. In order to combat this knowledge drain, organizations need to protect themselves from unwittingly creating the kinds of situations that accelerate it. One of the most effective ways to do that is to foster a culture of knowledge transfer. With knowledge transfer, no one employee is the only reservoir of a particular kind of information. To support this ongoing transfer of knowledge, an organization must first develop a culture of support. From management to interns, cross training must be embraced and supported if a knowledge-sharing environment is to take hold. Then, a checklist should be created for specific roles – a catalog of skills, processes and anything else that would be relevant for particular positions. Then, other employees should be encouraged to understand these roles and skills, with the appropriate amount of time and tools given to facilitate the process. Testing this cross training can also help. Management should create simulations that force workers to take on new roles to ensure that there are no weak links in the chain.
View Source: Forbes