Baby Boomers are exiting their jobs at rapid rates. How can you transfer their knowledge, expertise, and understanding of your company culture to the incoming workforce? What happens when these valuable resources exit your business? How can you minimize the loss of your company’s culture?

Knowledge transfer within organizations can seem elusive and difficult to coordinate. Creating a mentorship culture can help, in part because it places extra emphasis on generational interactions. Mentorship opportunities not only provide much-needed (and desired) skills training for new employees, but it helps seasoned workers solidify their impact within the company before exiting into retirement.

Transcript

Fell Cadwallader:          Knowledge transfer is a key driver to a barometer of, is your culture growing, becoming invigorated, or is it slowly wilting? Cultures can become almost nonexistent if that knowledge transfer doesn’t take place. If I don’t know how to plant, if I don’t know how to tend my livestock, very simply my culture goes away. In today’s landscape, cultures, familial cultures, organizational cultures, it’s the same, those same dynamics come into play. It takes a conscious decision to invest a certain amount of our time, creating a mentorship culture, a culture that by its very nature values the stitching together of the generations. The perspective that I gained through use of that knowledge and that learning has deeper resonance when it is asked of me to teach somebody else. At it’s base it creates an authentic relationship. It creates a connection within the organization. Those are things that if committed to will forever pay dividends.

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