Organizations have been hit hard with the many challenges COVID-19 has brought, consequently, creating employee burnout throughout all industries. According to the World Economic Forum, 4.4 million Americans left their jobs in September 2021. Experts are calling this new trend of departing careers “The Great Resignation.” Companies are often scrambling to fill these roles and also maintain team morale with those who are left with more work. With this all-time high of resignation, many organizations are wondering how they can overcome and help their employees.
Below are a few examples of how the implementation of a knowledge management tool can aid in the challenges of employee transitioning.
Onboarding
Knowledge management simplifies the onboarding process by helping new hires get up to speed more quickly. Effective knowledge management systems provide employees with a searchable knowledge base of HR policies, procedures, and other manuals giving them the ability to self-serve.
Loss of Institutional Knowledge
When an employee leaves a company, they often take a significant amount of institutional knowledge with them; all of the projects, files, and knowledge saved on their individual hard drives walks out the door with them. Knowledge management extends the life of projects and files previously worked on by allowing employees, for years to come, to benefit from the efforts of their predecessors.
High Demands on Subject Matter Experts
SMEs lose valuable time fielding repeated questions and requests that should be easily answered from information already documented. To avoid overworked employees working even harder, internal intelligence in a knowledge management tool drives efficiency and saves time for all parties involved.