Expert Employee Departure
As a result of these experiences, BASSETTI consultants have developed methods to enhance the knowledge of experts. This method makes it possible to organize the employee departure in three phases:
1
Knowing how to anticipate the retirement of strategic positions that possess rare skills and valuable knowledge
2
Ensuring a successful transition of knowledge and encouraging senior experts and junior experts to work together
3
Prioritizing transitional actions as one of the most critical missions
4
Recruiting and training future experts at their workstations
Conduct interviews and collect information based on these identifications.
Collect and analyze the expert employee's knowledge and capabilities to determine how they've impacted the company.
Focus on the critical elements that are to be transmitted. Capture and leverage the know-how.
Provide tools to better disseminate knowledge: database, focused synthesis, choice history, good practice reference framework, and Lessons Learned, etc.
If the departure of the expert and the arrival of the replacement (newcomer) overlaps, then integrate the newcomer by directly transitioning knowledge from the expert during training.
1
Ensure the continuation of services after the departure of an expert.
2
Perpetuate the knowledge of the expert in the company.
3
Promote the integration of the expert’s replacement(s).
Transmitting and Capitalizing the Knowledge of Experts | Employee Loss | Employee Leaving Company | Knowledge Retention | Employee Retirement | Transmit Knowledge
BASSETTI Americas
bassetti-america@bassetti-group.com
BASSETTI Canada
bassetti-canada@bassetti-group.com