A Basic Necessity for Success - Part 3

Investing in your staff completes the Knowledge Continuity Cycle

It used to be that people expected to find a job with a good company to stay in until they

retired.  People expected that if they were good, loyal employees, they would be rewarded and move up the ranks of the organization.  Hiring managers would look at the "time spent on the jobs" and would take points off if a job candidate had held many different jobs or stayed in a roles for a only a short time. 

Now people change jobs very frequently - as often as every year.  Why?  Workers are incentivized to "job hop" because each new job usually enables people to gain skills.  With the loyalty factor gone, people often believe jobs are temporary assignments.  This is a big problem for organizations since replacing a person in a job will cost the organization an average  of one and 1/2 times the salary paid to the person to replace them.  No organization can succeed by paying these huge staff replacement costs on a majority of their staff.  Wouldn't it be better if employees were incentivized to stay in their current jobs?

This is why organizations must go one step further and provide support for expanding professional development as one of the job benefits.  Workers must know that the organization values them enough to promote their growth in the organization by offering training, new projects, pilot opportunities, and certifications.   When staff are continuously encouraged and given resources to better themselves, they will most likely remain with the employer.  The 2018 Workforce Learning Report, research found that "94% employees say they would prolong their tenure in a position if the company invested in their career development."     Continuing to renew the development of  staff, thereby  Investing in the staff completes the Knowledge Continuity Cycle and is a basic necessity for success.

The Knowledge Continuity Cycle

The Knowledge Continuity Cycle (KCC) puts it all together.

When implemented, the KCC drives higher morale, better job performance, and more employee engagement.   There is a shorter time to competency for new staff, critical knowledge is captured and/or shared before staff depart. The KCC is a proven framework for successfully managing knowledge transfer from when staff start a new job, enhance their skills while on the job and capture and share knowledge before staff leave the organization.  The Knowledge Continuity Cycle is a basic necessity for organizational success.