What if that one highly organized employee who knows where to find every company document, and always shares access, or links is busy, or has left the company? Or, if a past employee spent decades collecting research for the company, what happens to that invaluable data when they leave? Does the company have to start again from scratch? How do you find, and access that knowledge? <\/p>\n\n\n\n Enter Internal Knowledge Management.<\/strong><\/p><\/blockquote><\/figure>\n\n\n\n Knowledge management<\/a> is the process of capturing, distributing, and effectively using knowledge. Knowledge management is supported by creating a culture that fosters sharing of knowledge and collaboration, and using the necessary tools to support it. Here\u2019s how internal knowledge management can be used to onboard, train, and retain new hires and gig contractors. This is more essential among these ever-changing workforces and helps companies adapt to hybrid offices and remote workplaces.<\/p>\n\n\n\n Knowledge is power. Or it can be, but only if you can find and access it. Otherwise, company knowledge is a messy and disparate collection of facts, insights, documents, spreadsheets, videos, emails, chats, links, and findings. That\u2019s about as useful as Big Data is without a tool to access, and make sense of it. This is especially true as companies grow or shift with ever-changing workforces and hybrid office models, and develop more and varied resources. <\/p>\n\n\n\n Internal knowledge management<\/a> allows information to be shared easily, and openly within a company. It flows like water without slowing, or blockages between everyone at the company\u2014including external contractors, remote workers, new hires, and so on. <\/p>\n\n\n\n When done right, knowledge management can:<\/p>\n\n\n\n As more companies move online to remote and hybrid models, while also navigating high turnover and flux contractors\u2014all of which are the present and future of companies\u2014 internal knowledge management is critical for both keeping staff connected to their daily work and expediting onboarding faster<\/a>. <\/p>\n\n\n\n Since the pandemic, no one wants to go back to the office five days a week. Employees want choice and flexibility. Over 90% of U.S. employees currently doing some remote work want the ability to work remotely online after the pandemic. Nearly 40% of them would look for another job if they\u2019re not given the option, according to Gallup<\/a>. Likewise, nearly 20% of Americans say they are considering switching to full-time freelance work, according to Upwork<\/a>. <\/p>\n\n\n\n All of this is well, and good so long as companies adapt quickly. Adapting to remote, and hybrid office models goes deeper than giving both schedule and office space flexibility, of course. It requires rethinking the tools, resources, and knowledge sharing used on a daily basis. <\/p>\n\n\n\n If employees want workplace flexibility, then everything must become easily accessible. This includes how remote and in-person employees share knowledge amongst each other. If remote employees can\u2019t find what they need to do their work, then they can\u2019t perform at their best or most productive. They\u2019re working with gaps in their knowledge base. <\/p>\n\n\n\n Let\u2019s say that a remote worker in one time zone needs a link to a database that someone in another time zone hasn\u2019t shared with them. How much productivity, time, and resources are wasted while the first employee waits for the other to check their emails\u2013possibly after hours and provide a shared link? Or do they just make do, working with the limited scope of knowledge that they do have access to now? Talk about frustrating, and unproductive for everyone! You may be surprised at how often this happens. <\/p>\n\n\n\n Internal knowledge management has the power to streamline search processes so that these resources are always accessible to any employee, or contractor whenever they need it.<\/p>\n\n\n\n Since the Great Resignation, companies are scrambling to hire replacements and the trend is expected to continue. According to the U.S. Bureau of Labor Statistics, 4 million Americans<\/a> quit their jobs in July 2021, and surprise surprise, a record-breaking 10.9 million jobs opened up by the end of that month. It\u2019s fair to say that Human Resources<\/a> teams have been overwhelmed with attracting, vetting, and onboarding new hires and contractors since. <\/p>\n\n\n\n The catch is that even though the pace of employee turnover is speeding up, new hires still require the same thoughtful and thorough onboarding and training as ever before. In fact, they may need more hand-holding. As a company grows its knowledge base, there is more to learn and lots to digest. They\u2019ll likely have many questions that they need answers to (and soon!). <\/p>\n\n\n\n Likewise, onboarding and training materials now have to engrain the company culture more deeply than ever before. With global teams and remote or hybrid offices, many team members are in different cities and time zones. They may never have the chance to meet their fellow employers in person so they have to learn the company culture in a whole new way\u2014digitally and remotely. <\/p>\n\n\n\n Something has to give! <\/p>\n\n\n\n That\u2019s how knowledge sharing can help. With an effective knowledge management tool like GoLinks, new employees can easily source and access all of the onboarding information, such as FAQs, brand and company culture guidelines, new hire forms, and training materials needed for a swift and seamless onboarding experience. It also lets users create go\/links to their tools which ensures that new hires can quickly access whatever tech stack they need. <\/p>\n\n\n\n A key component of GoLinks is its intuitive discoverability. This way, new and existing employees never have to bother HR teams or leaders to ask where information is. It reduces information silos and lets employees see what other teams are working on to help instill that knowledge is shared. Onboarding is, after all, the first and most lasting impression that new hires have with every company! Make it smooth, digital, and user-friendly, just like the products and services that your company makes are.<\/p>\n\n\n\n With such high turnover comes the potential for lost information and knowledge. It would be such a shame if all of that time, energy, resources, hard work, brainpower, and effort went to waste with lost knowledge because an employee moved on! Unfortunately, this is the case for so many companies. <\/p>\n\n\n\nThe Power Of Internal Knowledge Management As Companies Transform<\/h2>\n\n\n\n
![\"Power](\"https:\/\/images.golinks.io\/blog\/wp-content\/uploads\/2022\/03\/29095647\/Power-of-Knowledge-Management-6-1024x495.png\")
<\/figure>\n\n\n\n\n
Knowledge Sharing Among Shifting Workforces And Workplaces<\/h2>\n\n\n\n
Remote Work And Internal Knowledge Management<\/h3>\n\n\n\n
![\"Remote](\"https:\/\/images.golinks.io\/blog\/wp-content\/uploads\/2022\/04\/04071949\/GoLinks-for-Remote-sharing-1024x540.png\")
<\/figure>\n\n\n\nOnboarding And Training New Hires Remotely And Online<\/h3>\n\n\n\n
Knowledge Sharing For Onboarding And Training Remote Teams<\/h3>\n\n\n\n
![\"Knowledge](\"https:\/\/images.golinks.io\/blog\/wp-content\/uploads\/2022\/04\/04071856\/GoLinks-for-Onboarding-1024x662.png\")
<\/figure>\n\n\n\nPrevent Knowledge Loss Despite Employee Turnover<\/h2>\n\n\n\n
![\"Prevent](\"https:\/\/images.golinks.io\/blog\/wp-content\/uploads\/2022\/03\/28104059\/Build-on-foundation-1024x662.png\")
<\/figure>\n\n\n\n![\"\"](\"https:\/\/images.golinks.io\/blog\/wp-content\/uploads\/2024\/09\/25102826\/golinks_blog_footer_cta_2x_2x-1.webp\")
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