Snapshot
Retiring People, Not Knowledge
A financial services provider thoughtfully addresses the problem of lost knowledge when experienced people retire by reducing the latter's final work days on a progressive basis, to allow for the passing on of expertise gradually to others ... Check out below how to breed from this Sebir
Goal
Improve employee training and development of a financial services provider
Problem
Valuable knowledge and expertise is lost when long-term employees retire, resulting in costly mistakes and omissions by their successors
Sebir
Training and development progresses through ensuring that as long-term employees approach retirement, they phase down from five working days to three or two, progressively passing their knowledge and expertise to younger employees until the time they retire Retiring employees ensure that those succeeding them are fully trained and productive by handing over responsibilities and knowledge as they gradually withdraw from their roles. This has the added benefit of helping prepare those leaving for full-time retirement
Breeding Hint 2
Think how you might tap into the willingness of people with experience to be mentors and trainers for those who come after them. This can be an effective way to sustain and build on workforce productivity
Breeding Hint 1
Think about how you might establish workforce policies and that ensure the retention and requisite transfer of knowledge and expertise , especially when highly experienced people transition from their roles