Consolidate and Re-orgs Without Losing Institutional Knowledge
We've been thinking a lot about how many roles have been consolidated in the past few years. We're
concerned about the impact of that consolidation on institutional knowledge – the unique set of
skills, experiences, and personal networks that help exceptional performers succeed. Keep reading to see:
The macro issues affecting your team
How they may have increased the risk of institutional knowledge loss
What you can do to begin to understand it
Everyone is doing more than before (and already was)
Most organizations have recently experienced some sort of downsizing or layoffs. Many have chosen not to rehire after a team member leaves. The remaining employees take on additional responsibilities within the smaller team. Even prior to the pandemic, employees felt they were doing more than ever before - and they weren't wrong. Bureau of Labor Statistics shows the increase in overall worker productivity since 1990 with a significant change caused by the Great Recession of 2008.
How consolidation increases the risk of institutional knowledge loss
Restructuring activities often focus on the performance of tasks but fail to account for the impact on the knowledge, networks, and expertise being lost or consolidated. Fewer people know how things get done within the organization. These key individuals are the keepers of institutional knowledge and need to be understood. The show Undercover Boss made for compelling television because it highlighted the open secret that the rank and file have insights about the organization often invisible to senior leadership.
Take action
You don't have to go undercover to learn from your team. You just need to make time to be curious and maybe even vulnerable.
Right now, put 30 minutes on your calendar with a key person in your organization whose role or scope grew due to your most recent consolidation.
Include some background on why you're having this conversation and the topics you want to discuss.
Suggested topics are:
How they felt 24 hours after the event that changed their role
The specific tasks and responsibilities they picked up
The specific relationships (internal and external) they have as a result of the change
What insights have they gained about the organization since the change?
Lastly, if we can help you assess and address institutional knowledge and knowledge transfer within your organization, we'd be honored to have the opportunity. Click the button below to be taken to our connection request page.
