4 Strategies to Facilitate Effective Knowledge Transfer
Effectively transferring knowledge from tenured employees to new hires and those climbing the ranks is one of the most significant challenges utility organizations must reckon with. The workforce is continuously evolving, so it is essential to ensure that valuable insights and expertise are not lost when employees leave or retire. This Tailgate Topic explores four strategies that utilities and contractors can deploy to facilitate successful knowledge transfer among employees.
1. Design and Develop a Mentorship Program
Mentorship has long been recognized as a powerful tool for knowledge sharing within organizations. Often used for short-service workers, employers can expand mentorship programs to include mid- and senior-level employees. Pairing experienced staff with newer workers nurtures relationships that encourage personal and professional growth, with mentees gaining valuable career knowledge and mentors reinforcing their own subject matter proficiency and leadership skills.
2. Encourage Self-Initiated Learning
Some employees will directly seek professional development opportunities, particularly in work environments that champion curiosity and continuous learning. To support these efforts, employers can provide relevant resources, such as workshops and seminars, as well as formally recognize employees who actively engage in furthering their professional education. Empowering workers to take charge of their learning journeys promotes a knowledge-sharing culture that can benefit the entire company.
3. Establish a Farm System
Similar to the talent development systems used by professional sports teams, utility organizations can implement “farm systems,” which align employees who share similar goals and aspirations. In a farm system, an emphasis is placed on worker collaboration and the sharing of experiences, from which developmental plans can be created and tailored to individual strengths and weaknesses. A successful farm system fosters a culture of mentorship and growth in which employees can learn from one another, enhance their skills and prepare themselves for future professional opportunities.
4. Create a Corporate University
The corporate university is gaining traction across various industries as another approach to effective knowledge transfer. It combines elements of mentorship and classroom learning to provide employees with a deeper understanding of company operations. Through corporate university programming, employees can acquire the knowledge they need to excel in their roles while also creating a greater sense of community within the organization.
Conclusion
Effective knowledge transfer is critical to the long-term success of any organization. While no one-size-fits-all solution exists, use of the strategies above helps to create a robust framework for knowledge sharing. Implementing a blend of these approaches can go far in ensuring valuable insights and expertise are passed along to the next generation of workers – a fundamental need in an ever-evolving workforce.
About the Author: Robert (RL) Eisenbach, CUSP, SMS, possesses 13 years of experience within the oil and gas industry and eight years of experience in low-voltage, distribution, transmission and substation electrical safety. He sat on OSHA’s Electrical Transmission and Distribution Task Team 2 and holds several industry-specific certifications.