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To make this knowledge collaboration possible at scale, we will need the support of artificial intelligence which can connect people and technology, free the knowledge of all employees, and transform how we work. Artificial intelligence can turn the Great Resignation into the Great Reconnection Meanwhile, we use all the information gathered to build a company-specific knowledge network that shows where expertise and information can be found.

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Step 4: Once the problem has been solved, the best answer can be validated and saved (with the option to regularly update it to keep it relevant), so that anyone with a similar challenge has instant access to it in the future. Step 3: We connect the question, anonymously, with the right person or people to provide an answer, in real-time. Step 2: If an answer doesnвЂ™t already exist, we use an AI-enabled platform to identify the knowledge expert, or experts, anywhere in the organization who, based on their previous interactions around the topic, are the best to help. Step 1: We streamline access to up-to-date and relevant documented knowledge filed away in our digital tools. These should draw on all the information available in workspaces, the expertise of people, and advances in technology to help answer questions in real-time. We need the correct tools to unlock true knowledge collaboration at scale. The problem is, how do we connect the people with questions to the right answers? And that knowledge has a meaningful impact at every level-67% of all employees and 84% of C-Suite leaders could have avoided a mistake if theyвЂ™d had access to the right people or information. In fact, 87% of workers are happier at work when they share their knowledge. This is how we add value, and itвЂ™s what we find satisfying. WeвЂ™re hired to use our talent, experience, and insights to contribute to the business.

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We need to value our peopleвЂ™s knowledgeДuring your last job interview, were you asked whether youвЂ™d be happy to spend hours each week unsure how to solve a problem, or find an answer? The answer is probably no. Only then can we start building a solution that works for everyone. ItвЂ™s time to tackle this wasted time and listen to workers about what they value. Our research suggests that in a 4,000 employee company, time lost to searching for information amounts to $14.8 million in lost revenue each year. With the Great Resignation underway, this endless search for information and lack of access to knowledge is a recipe for unhappy workers. With the proliferation of data, apps, and silos, that figure has likely increased. In fact, in 2009 researchers suggested that up to 80% of knowledge in an organization is undocumented and inaccessible. It might be located in an app, a team-specific silo, or even an individualвЂ™s mind. The problem is, the information is there, itвЂ™s just inaccessible or hidden. Meanwhile, identifying the best person to help you with a question, out of hundreds or thousands of colleagues, is almost impossible. The proliferation of apps means employees are spending over two hours every day looking for answers. However, when we need to problem solve, discover answers, or find knowledge in an organization, all these tools, and the data overload they create, can lead to unproductive teams, and burnt out employees.

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Workplace technology is too siloedДЇrom using messaging platforms to collaborate, shared presentations to create reports, or specialist software for specific departments, in the workplace-there really is an app for everything. To stem the talent exodus and build the productive and engaging organizations that employees demand, we need to rethink our tech stacks. When considering how to begin achieving this, we must remember that in todayвЂ™s world of hybrid work one thing underpins almost everything we do: the technology we use to share knowledge, solve problems, and empower our teams. Getting it right means empowering everyone to have a lasting impact on a businessвЂ™s growth, productivity, and innovation. Spending hours searching for information that should be easily accessible and enabling people to contribute knowledge seamlessly are just two of the many challenges that must be addressed to build more engaging workplaces. But not due to those initial fears-these are voluntary resignations.Дuring this вЂGreat ResignationвЂ™ one thing is clear: businesses arenвЂ™t doing enough to create satisfying workplaces. Fast-forward to today and businesses are losing workers in droves. Eighteen months ago, the future looked uncertain due to a weakened economy and potential job losses on the horizon.

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