Manpower Professional

Knowledge Retention & Transfer

the problem

80% of employers expect fewer than

5% of their employees to leave

voluntarily in 2010

Source: Manpower, 2010

60%

of current employees intend to pursue new job

opportunities when the economy improves

Source: Right Management, 2009

Consider

• The first wave of the 76 million baby boomers turns 65 in 2011

• Employees change jobs six to eight times over a lifetime1

• Most employees leave for reasons other than money2

– Need for trust

– Hope for the future

– A sense of worth

– A feeling of competence

Knowledge Retention & Transfer

Sources: 1. “Job Security is Dead,” Sales & Marketing Magazine, 22 January 2007 2. Leigh Branham, 2005.

the solution

Knowledge Retention & Transfer

Attract / Recruit

• Tell candidates about the emphasis on knowledge retention and transfer

• Introduce technology that supports knowledge sharing• Introduce communities of practice

Knowledge Retention & Transfer

Knowledge Retention & Transfer

Onboard

• Introduce subject matter experts• Train on job tools and technology• Develop mentor programs

Retain

• Career pathing• Skills development and training• Reward and recognition programs• Best practice sharing• Support of communities of practice• Employee satisfaction surveys• Regular performance evaluations

including peer-to-peer feedback

Knowledge Retention & Transfer

Promote / Exit

• Formalized training of successors• Exit interviews• For retirees, ongoing role as consultant or mentor

Knowledge Retention & Transfer

Drivers of Success

• Spans the employee life cycle• Supported by a culture of engagement• Encouraged through transparency• Tied to business objectives

Knowledge Retention & Transfer

To learn more about our research and findings, please visit manpowerprofessional.com