Build structure around sharing
Find low-stakes ways to share information widely, like creating Slack channels dedicated to research, hypotheses, and inspiration. Encourage people to post as they come across interesting ideas so teammates can see who is learning what.
It’s also important to communicate to new employees where knowledge lives and who the experts are on certain topics or processes. Build this critical context into your onboarding process so new team members can create meaningful connections quicker and save the awkward, “What do you do here?” small talk.
Add reflections and reframing into your operating cadence
If knowledge sharing is a key priority for your business, it needs to be built into the fabric of your operations and how you measure success. Track objectives and key results (OKRs) around knowledge-sharing initiatives and focus investor updates and board meetings on wins and learnings. Use these recurring touchpoints as opportunities to reflect regularly and realign when needed.
When you or the team falls short, find ways to frame failures as learnings that can be shared more broadly. For example, instead of just saying, “This didn’t work,” frame it as, “This didn’t work, here’s why, and now we’re better off for it because we learned X.” Make the uncomfortable part of not hitting goals or “failure” an opportunity for the organization to grow.
Make it an official measure of performance
Consider adjusting your performance management process to account for not only the impact an individual has had on the company but also what impact they have had on others at the company. Incorporate peer reviews and 360-degree feedback into the review process and ask questions like, “How has this person contributed to your ability to do your job well?”
In self-reviews, ask employees directly, “How have you up-leveled the team?” or, “What knowledge have you shared with others that has made an impact?” It is also helpful to create numeric ratings from managers to help quantitatively measure impact. For example, “How has this person impacted the team? (Rate 1–5).”
The takeaway
When employee knowledge is easily accessible and shared with other teammates, rather than keeping it siloed to the individual, it gives the full team the guidance and ability to achieve more and also gives the company a competitive advantage in growing revenue, building product, and serving customers. A small shift can reap big rewards.