Preserving Organizational Knowledge: The Crucial Role of Personalized Learning

An organization can preserve and share its knowledge through the right tools and methods. Personalized learning can help preserve and share employees' knowledge to increase efficiency and promote growth.
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Trent Draper
Trent Draper
+15 years in Sales within the education industry, Head International Sales at Get More Brain.

Unlock­ing the poten­tial of per­son­al­ized learn­ing to pre­serve orga­ni­za­tion­al knowl­edge dur­ing employ­ee tran­si­tions


Insti­tu­tion­al knowl­edge is the back­bone of every orga­ni­za­tion, com­prised of accu­mu­lat­ed expe­ri­ences, insights, and skills. But what hap­pens when an employ­ee leaves? A huge chunk of this invalu­able knowl­edge walks out the door, often with­out a ready replace­ment. While we right­ly empha­size the costs of recruit­ing and onboard­ing, the qual­i­ty of knowl­edge trans­fer often gets com­pro­mised, par­tic­u­lar­ly with depart­ing staff.

Young troubled woman using laptop, learning at home
Tak­ing over some­one’s tasks doesn’t have to be so com­pli­cat­ed (Pex­els | Andrea Piac­qua­dio)

The Cost of Knowledge Loss

Knowl­edge loss can have far-reach­ing con­se­quences.

As per the Soci­ety for Human Resource Man­age­ment, the cost of los­ing a salaried employ­ee aver­ages six to nine months’ salary.

This cost isn’t just finan­cial, it also includes the loss of unique insights, expe­ri­ence, and rela­tion­ships the employ­ee had nur­tured. It’s like los­ing a part of your organization’s mem­o­ry, affect­ing pro­duc­tiv­i­ty, morale, and ulti­mate­ly, your bot­tom line.

The Limitations of a Traditional LMS

While tra­di­tion­al Learn­ing Man­age­ment Sys­tems (LMS) are help­ful, they often work on a one-size-fits-all prin­ci­ple. They dis­sem­i­nate gener­ic infor­ma­tion effi­cient­ly but fall short of cap­tur­ing nuanced knowl­edge and expe­ri­ence of depart­ing employ­ees. It’s like try­ing to catch rain­drops with a sieve — the unique insights and expe­ri­ences can slip through the gaps, lead­ing to knowl­edge deficits and per­for­mance dips.

The Importance of Personalized Learning

This brings us to the pow­er of per­son­al­ized learn­ing. An effec­tive Learn­ing and Devel­op­ment (L&D) plan should lever­age tech­nol­o­gy to deliv­er high­ly per­son­al­ized train­ing — not just for the whole busi­ness or spe­cif­ic depart­ments, but for each indi­vid­ual employ­ee with­in the orga­ni­za­tion. As I men­tioned in my pre­vi­ous blog, “Devel­op­ing Emo­tion­al Intel­li­gence Skills: A Guide for Pro­fes­sion­als and Lead­ers,” adapt­ing learn­ing expe­ri­ences to indi­vid­u­als is vital for knowl­edge trans­fer and reten­tion.

To illus­trate this, let me take you back to my final semes­ter at uni­ver­si­ty in Aus­tralia, many years ago. I land­ed a job in a com­pa­ny that was still recov­er­ing from fir­ing my pre­de­ces­sor. The air was thick with ten­sion, and I was tossed into the deep end. I got a gen­er­al ‘onboard­ing,’ which hard­ly helped me with my spe­cif­ic job. A wealth of his­tor­i­cal infor­ma­tion was lost since I didn’t have access to my predecessor’s emails. It was like piec­ing togeth­er a puz­zle with half the pieces miss­ing, a drain on both my time, moti­va­tion and the company’s resources.

Reimagining Employee Onboarding with Get More Brain

In a land­scape where tra­di­tion­al LMSs fall short and delet­ed emails equate to sig­nif­i­cant knowl­edge loss, how can orga­ni­za­tions effec­tive­ly pre­serve and trans­fer knowl­edge? Enter Get More Brain, a trans­for­ma­tive learn­ing plat­form fos­ter­ing life­long learn­ing and col­lab­o­ra­tion.

Get More Brain encour­ages con­tin­u­ous learn­ing and inter­ac­tion between learn­ers, man­agers, and AI-dri­ven bots. Through con­sis­tent engage­ment, learn­ers become more pro­fi­cient and con­fi­dent, evolv­ing into coach­es, pro­vid­ing guid­ance based on their expe­ri­ences and knowl­edge.

More­over, Get More Brain pro­motes a per­son­al­ized learn­ing jour­ney for each role in a com­pa­ny. It tai­lors the learn­ing expe­ri­ence to each learner’s unique needs and pace. It’s a far cry from the stan­dard, blan­ket train­ing ses­sions. By rec­og­niz­ing and cater­ing to the unique require­ments of each role, Get More Brain can enhance train­ing and onboard­ing effi­cien­cy and effec­tive­ness.


Pre­serv­ing orga­ni­za­tion­al knowl­edge is cru­cial for pro­duc­tiv­i­ty and inno­va­tion. Per­son­al­ized learn­ing plays a piv­otal role by cap­tur­ing employee’s unique insights and expe­ri­ences. This prac­tice ensures knowl­edge is pre­served and trans­ferred effec­tive­ly.

In my role at Get More Brain, I’ve wit­nessed the effec­tive­ness of this approach. It mit­i­gates knowl­edge loss and fos­ters a col­lab­o­ra­tive cul­ture of con­tin­u­ous learn­ing and knowl­edge shar­ing.

By pri­or­i­tiz­ing per­son­al­ized learn­ing and lever­ag­ing plat­forms like Get More Brain, orga­ni­za­tions can ensure that orga­ni­za­tion­al knowl­edge doesn’t just walk out the door when an employ­ee leaves. Instead, it becomes embed­ded with­in the orga­ni­za­tion, ready for future employ­ees and the broad­er team to learn from and build upon.

I invite you to share your thoughts on this top­ic. How does your orga­ni­za­tion han­dle knowl­edge trans­fer when an employ­ee leaves? What role do you see per­son­al­ized learn­ing play­ing in pre­serv­ing insti­tu­tion­al knowl­edge?

If you’re curi­ous how Get More Brain can trans­form your learn­ing and devel­op­ment strat­e­gy, fol­low me on Medi­um or LinkedIn, leave a com­ment below, or reach out to me direct­ly. Let’s con­nect, explore, and work togeth­er to dri­ve per­for­mance, engage­ment, and reten­tion in your work­place.

This post was first pub­lished on Medi­um.

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