In the spirit of Halloween, we’re talking about something scarier than Michael Myers or Pennywise.
It’s watching decades of hard-earned knowledge walk out the door.
We recently attended an economic reaction panel where three Wisconsin CEOs discussed how they’re leading their organizations today. They covered the headlines that we all know: Birth rates are declining, skills gaps are widening. But the most compelling conversation came at the close:
In light of these economic factors, how are they preserving tribal knowledge as experienced employees retire?
A few things stood out:
- These leaders came from very different industries
- Every single one said this was a major focus in their organization
- And all viewed it as far more than a documentation project
Because knowledge transfer isn’t easy. You’re not just navigating processes, you’re navigating people. Push too hard and tenured employees may feel like you’re taking valuable time from their day or preparing to replace them. Ignore it, and…poof, it’s gone.
The real challenge isn’t how to capture knowledge. It’s why someone would want to share it.
Think about the place you have lived the longest. You know the back roads, the hidden gems, the small details that make it home. When someone new moves in, you’re proud to share those things. Because even if you leave, you want what makes that place special to live on.
That’s the buy-in challenge.
How do you create that same sense of pride inside an organization?
Here’s how the panelists are approaching it:
- The retail CEO is pairing tenured employees with new hires. Not to offload tasks, but to honor their experience. Signaling what they know is valuable enough to help shape the next generation.
- The foundry leader is recording step-by-step videos of master craftsmen. Giving veterans a platform to capture their precision and pride, turning their work into a legacy others can continue to learn from.
- And the manufacturer is investing in trade apprenticeships, giving seasoned workers the satisfaction of seeing their craft carried forward, not replaced, by those they train.
The common thread? They connect pride to purpose. Each approach reinforces that what these employees built is worth carrying forward – that the systems, skills, and stories matter.
Because the real nightmare isn’t who’s leaving the workforce. It’s when the work that shaped a place doesn’t get the chance to shape what comes next.
Until next time,
Your Spherion South Central WI & Northern IL team