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 excuses.
“We don’t have time to implement or train users on a knowledge sharing platform.”
The first and most frequent objection 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. The experience of using a knowledge sharing platform should also be consistent with tools and apps that your employees are already using. For example, if the platform has a search function that’s similar to Google and a filter feature that’s similar to Amazon, employees will be able to start using it without extensive training.
“No one will use it.”
This is usually an objection from organizations that have tried a knowledge sharing solution before and saw minimal engagement with it. Typically, this lack of engagement is not the employees’ fault.
A good knowledge sharing platform is centered around the 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. With that in mind, look for a platform that includes social features like the ability to Like, share, and comment on content. These tools increase engagement and help ensure people come back to the platform regularly.
Social features aren’t all you need to encourage platform adoption. 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 publicly making a strong case for collaboration tools, the rest of the organization isn’t likely to 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.
Remind your team that yes, knowledge is power, but that sharing that knowledge is even more powerful. Encourage subject matter experts to collaborate across teams and departments, 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 current knowledge management tool to a more modern knowledge sharing platform.