The employee’s lack of knowledge and skills that are necessary for the successful performance of tasks assigned not only leads to inefficient work but also reduces his or her satisfaction with particular duties. If a person is prepared not well enough, he wastes much energy costs and experiences constant stresses. Therefore, companies need to resort to the help of experts capable of stimulating the interest of all employees in a particular activity and developing a successful and efficient strategy for performing their duties. There are several rather effective methods to achieve it, and each of them has its nuances and subtleties.
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Step 1: Knowledge sharing should take place only voluntarily. Management can not force an employee to share his or her experience. It is necessary to remember that this initiative is voluntary and try to understand what exactly can motivate or demotivate employees. An experienced specialist is likely to be ready to share their experience if a particular company provides appropriate favorable conditions and informs the expert that his or her assistance will support the development of the corporation and contribute to the common cause.
Step 2: It is always necessary to remember about encouragement and rewards. As practice shows, experts who share their experience and knowledge do not receive any gratitude and recognition. Therefore, the successful implementation of innovative strategies and new methods is almost impossible. Perhaps, some holdings should take an example from the academic sphere, which establishes a clear system of rewards and incentives in exchange for knowledge and cooperation.
For example, if a person does some work and succeeds in it, the employers usually encourage him or her with money. The more gratitude experts receive in their address, the more they are ready to share their knowledge. Accordingly, indifference to the initiative and the complete lack of interest in the demonstrated success can lead to the fact that the strategy of sharing experience will be unsuccessful due to the lack of incentives.
Step 3: Honesty and clear objectives. When a person realizes that some help can bring considerable benefits and be effective, perhaps, the desire to help will be more natural. Moreover, a good specialist will hardly like it if his or her bosses will try to hide the real state of things or the required amount of work. As for honesty, it is probably one of the few most useful steps that can influence an expert. Perhaps, seeking help with a sincere request will be better than compulsion.
Step 4: Raise authority. The very process of knowledge sharing automatically implies that a specific specialist has public recognition and is an expert in a particular area. If a person feels respect from the authorities, he or she may want to help the company and do everything possible to make some experience useful. Furthermore, respect is an integral foundation of corporate management today, which implies a loyal and polite attitude towards one another. This situation inside a team positively affects the microclimate and encourages experts to share their knowledge.
Thus, some steps can play quite a significant role in encouraging experienced experts to provide their knowledge for its application within a company. Compliance with these simple principles will allow achieving success and at the same time ensuring the growth of production or sales. The qualitative work of specialists will be a good support in the development of a particular company and will help to introduce new ideas into the system of work that can become the basis of corporate policy.
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