Learning leaders can perform five activities to minimize the risk and expense associated with knowledge loss.
1. Ensure the team knows where deep smarts reside in the organization and which are at risk of loss or overutilization because they are rare.
2. Train experts as knowledge mentors for the next generation.
3. Help less-experienced employees learn how to pull knowledge from those with deep smarts.
4. If the need for knowledge transfer is acute and immediate, seek tools and techniques beyond exit interviews.
5. Build knowledge transfer into the organization’s DNA.