Why Haven’t You Implemented A Knowledge Sharing Platform?

Written by Lori Mankin

Companies that haven’t implemented a knowledge sharing platform often have specific reasons for why they’re waiting. Maybe they don’t think their organization is complex enough to need one unified digital workplace. Or maybe they’re just afraid of the unknown.

Here are a few objections from companies still shying away from knowledge sharing and collaboration tools, and why it’s time to stop making up excuses.

“We Don’t Have Time To Implement Or Train Users on a Knowledge Sharing Platform.”

The first and most frequent objection to implementing a knowledge sharing platform is all about not having time for implementation. We get it. A new process is intimidating. It’s easy to assume implementing a new system will be cumbersome and time-consuming. But the right knowledge sharing and collaboration tools should actually save you time in the long run — not take up more.

It’s all about finding the right knowledge sharing platform. Being able to integrate with existing systems is critical and also makes the initial upload of knowledge fast and seamless. Knowledge sharing platforms should also be consistent with tools and apps that already exist in your tech stack. Tools that perform in similar ways to apps the team is already familiar with will not only reduce the amount of time and money spent on training, but it also improved user-adoption.

“No one will use it.”

This is usually an objection from an organization that has tried knowledge management before and saw minimal engagement with it. Typically, the reason for this is not your employees’ fault.

A good knowledge sharing platform is centered around content that your employees need to access. Employees have to engage with it if they want the content they need to be successful in their jobs. That said, look for a platform that includes social features like the ability to comment on posts and high-five them. These tools increase engagement and help ensure people come back to the platform regularly.

The knowledge sharing implementation requires buy-in at all levels, starting with company leadership, especially at launch. If your leadership team isn’t bought in and publically making a strong case for collaboration tools, the rest of the organization likely won’t adopt the new platform. Start by having an executive make the first post in your new system, stating its importance and following it up by communicating regularly about knowledge sharing expectations, goals, and rewards. Use your knowledge sharing platform’s analysis tools to monitor engagement and make sure employees are aware that you are monitoring engagement.

Lastly, remind your team that yes, knowledge is power, but that sharing that knowledge is even more powerful. Your experts will be easily recognized, but encourage them to collaborate with their team, instead of keeping information to themselves.

“We Already Have Knowledge Management Tools In Place.”

Knowledge management tools and knowledge sharing platforms both collect and store information, but that’s where the similarities end. If you already have knowledge management, think about your search function. Can your system intelligently search all content (including words said in videos) to find the answers your team is looking for? Can you allow or revoke access to content according to role or department? Can you analyze content usage by type, member usage, and content performance? Can you capture questions and social interactions around information?

If you answered no to any of those questions, it might be time to move from your knowledge management tool to a more modern knowledge sharing platform

Harness The Power Of Knowledge Sharing With Digital Transformation

Companies that grasp what the digital workplace is really all about are willing to change the ways people and applications connect across their organizations. By fostering a digitally driven culture of collaboration, they break down silos, share knowledge more effectively, and compete more successfully.

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