Offboarding is really part of an onboarding process We tend to think about internal organizational knowledge sharing as a cycle that starts when you onboard an employee and continues through the employee's employment cycle. What happens when that said employee decides to leave? How would you offboard everything it learned during its time in the company (apps, unique processes, undocumented approval processes, vendor connections, etc). How would you develop a culture that encourages knowledge sharing? Improve the onboarding of the employee’s successor and won’t require someone who already decided to leave to start writing endless documentation. From my experience, easy Video creation is the answer. I used to share knowledge when I left my latest position. Guidde It might not be the first use case that comes to mind when you think about organizational knowledge sharing or but it works and saves countless hours for both sides, the employee and the company. Guidde Let’s take a step back and start with the employee onboarding process. Our friends at present some staggering statistics in their , i.e. Sapling HR latest report “The average new hire will be assigned 3 documents to sign, upload, or acknowledge, and 41 administrative tasks to complete, such as desk set-up. They will also have 10 outcomes, which are achieved learning goals around the company culture, market knowledge, and role alignment. This variety of activities ensure the new hire is fully acclimated and integrated into their new role.” How many new applications will the new hire need to learn? And It’s not only learning an App, let's say… Salesforce, it’s learning how the specific process in Salesforce got customized in the organization. With Guidde your Salesforce Sales Operations or Marketing Operations teams will have their training videos prepared and recorded in advance, no onboarding sessions required and the new employee doesn’t have to start consuming endless videos/documentation on day one. When they start working with Salesforce they can watch the video, or even better just search for the term/keyword that they need and jump to the relevant minute/chapter in the video. Let’s assume an SDR Leader will search “how to run an SDR ROI report?”. A relevant video was found, they were able to jump to the relevant minute in the video, saw how to run the report and can implement it immediately in Salesforce. What’s the next step in the knowledge transfer process? How should they examine the results What should they pay attention to? What’s considered good/bad from an ROI perspective and why? They can’t google to find the answer or watch a YouTube video, because it’s specific for their organization, maybe someone wrote documentation about it, we hope it’s up to date and it’s not 10 pages long, maybe it’s in a presentation somewhere. Eventually, the new hire would probably have to ask a colleague, hopefully, they have some time this week and they are in the same time zone, which will probably result in a zoom session. All that knowledge was probably known by their successor, the person who did that exact role before them. The possible (and quick) Solution With Guidde, you encourage organizational knowledge sharing even when someone leaves, all they have to do is record their steps in their last week. All their meetings can automatically integrate into Guidde and any additional knowledge they should share can easily be recorded and shared with their team. Guidde analyzes the data, transcribes it, and splits it to the right app and the right action/screen in the app. It personally saved me hours of documentation writing and at least 5-6 zoom meetings during my last week. Internal and External knowledge sharing using video, in my opinion, is the only way to go.

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What Holds People Back from Recording a Video at Work and How Guidde Solved It

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