A Knowledge Mindset What You Know Comes from Where You Sit
it’s not fair
that’s why i used to tell my dad when i
wouldn’t get what i wanted to get and
when i wasn’t told what i wanted to know
i would scream loudly it’s not fair
my dad would call me say to me well the
fair is not in town
and that’s how it worked in our
relationship and this is also how it
works now in many organizations between
bosses and their director ports
now with many organizations working
remotely it is even more important that
those in the senior seats
share knowledge when people have a
compliment or complaint
is based on their point of view when you
talk to someone you need to consider
their point of view and their knowledge
or perception situation
this is an important aspect of knowledge
management that leaders can forget
the idea of what you know comes from
where you sit is based off of miles law
which states
where you stand depends on where you sit
miles law is a reference of fairness and
bureaucracy
where the point of view and decisions
are made by people based on their
positions
what you know comes from where you sit
refers to perceived fairness of
inclusion
with knowledge the fairness of who knows
what in an organization
and how it affects a person’s ability to
do their job and prosper within the
organization
inefficient knowledge sharing was found
to cause businesses with approximately
18 000 employees a loss of 47 million
dollars per year
and those with 100 000 employees about
265 million dollars
is that fair well a workplace
knowledge and productivity survey
conducted in 2018
reported that workplace productivity
declined due to inefficient knowledge
sharing
this is based on the following employees
had to wait on average of 5 hours each
week to get unique knowledge
from co-workers with 1 in 10 workers
waiting an average of 10 hours each week
employees spent an
average of eight hours searching for
knowledge that they needed from
coworkers
and on average employees reported
spending about six hours each week
duplicating work because they could not
attain the knowledge they needed
inefficient knowledge sharing and with
that and lack of inclusion
affects more than the financial and
productivity bottom line
gallup reported the organizations where
engaging employees through knowledge
management
was taken into consideration had 67
percent less turnover than their
competition
inefficient knowledge sharing affects
employee retention because employees may
not feel included
workplace inclusion factors employ
empowerment as a contributor
but when knowledge sharing does not
occur or occurs only through select
levels of employees
inclusion will not occur inefficient
knowledge sharing and lack of inclusion
also negatively affects
employee advancement it negatively
affects advancement because knowledge is
a tool to give employees a full picture
of work that they are doing
or involved in and that affects their
decisions and recommendations in doing
the work
most importantly it affects the trust
level
in lower level employees they feel based
on the amount of knowledge they are
privy to or rather
kept outside a circle of trust and that
affects
their overall trust if someone does not
feel valued it can result in employee
leading and therefore the organization
loses corporate knowledge
and may increase spending onboarding
training and updating a new hire so
i have three recommendations to help
organizations reduce employee turnover
and increase employee inclusion in terms
of trust
these recommendations are incorporating
knowledge sharing
into your organization’s inclusion
culture core value
to improve inclusion and trust employees
reward knowledge sharing throughout the
organization
through performance reviews and
quarterly recognition to implement
knowledge sharing is more than just a
financial benefit
finally increase organizational team
quizzes
through knowledge now that we are in
various phases of working remotely and
possibly some working remotely
permanently
what you know does come from where you
sit
becomes more of a reality and a
challenge
no the fair is not in town but we can
increase employee trust
and retention while reducing
organizational financial loss
by sharing knowledge at all levels we
are moving towards the same end state
what you know does come from where you
sit
it is not fair now let’s
change and make that a level bench of
inclusion trust and knowledge sharing
thank you