Knowledge is a valuable resource within a company. Understanding the difference between explicit and tacit knowledge is crucial for using it effectively. Both types of knowledge are essential for comprehensive knowledge management. This article explains what explicit and implicit knowledge are, why their distinction is essential, and how to design knowledge transfers effectively.
Explicit knowledge comprises all information that is documented and easily accessible. It is clearly defined, structured, and can be easily shared with others. Typical forms of explicit knowledge are:
Implicit (tacit) knowledge is less tangible and acquired through experience and practice. It is deeply rooted in employees’ minds and is often difficult to articulate. Typical forms of tacit knowledge include:
This knowledge is often passed on through observation, imitation, and informal learning. Since it is deeply rooted and personal, capturing and sharing implicit knowledge poses a challenge. Through targeted knowledge management, you can ensure that your company effectively secures and utilizes the knowledge of various individuals in the long term.
Michael Polanyi was a Hungarian-British scientist and philosopher who significantly contributed to the knowledge management theory. In the 1960s, he coined “tacit knowledge” and emphasized the importance of non-codifiable knowledge deeply rooted in human behavior and experiences.
Polanyi argued that we often know more than we can express, an insight that has significantly influenced our understanding of tacit knowledge and the challenges in its transfer. His work has shown that tacit knowledge is central to practice and decision-making.
Polanyi’s theories highlight the need to systematically capture and transfer explicit and tacit knowledge in organizations to secure and expand the knowledge base.
While explicit knowledge is generally easily accessible through manuals and documentation, tacit knowledge offers a deeper understanding of daily workflows and company culture. Therefore, it plays a crucial role in onboarding new employees. New employees can become more productive and adapt better to their roles when they have access to tacit knowledge.
A practical knowledge transfer can also significantly reduce early turnover during onboarding. When new employees feel well-integrated and informed, they are less likely to leave the company prematurely. Studies show that unclear communication, unstructured onboarding processes, and a lack of integration often cause early turnover.
Companies can significantly reduce early turnover by implementing transparent recruitment processes, structured preboarding measures, and comprehensive onboarding programs with position-specific knowledge transfer.
Context plays a crucial role in knowledge transfer, as information can easily be understood or misapplied with the proper context. It helps new employees understand the background and reasons for specific workflows and decisions, making their onboarding smoother and more effective.
Comments and annotations on documents and processes are particularly effective in conveying context. These additional pieces of information provide valuable insights and background knowledge beyond what is found in standardized manuals. They enable new employees to integrate more quickly and thoroughly.
Tacit knowledge includes elements such as intuitive problem-solving skills, interpersonal competencies, and specific knowledge about stakeholder relationships and organizational preferences. Unlike explicit knowledge, tacit knowledge is often not formally documented.
Companies often notice the loss of tacit knowledge only when their employees retire or leave the company for external opportunities. By that time, it is usually too late. This challenge can only be addressed through structured offboarding processes and early knowledge capture.
Companies can ensure that tacit knowledge is effectively captured and transferred by applying these strategies. This promotes the integration of new employees and secures the retention of valuable knowledge within the organization.
Our great2know platform provides a digital solution for efficiently capturing and utilizing knowledge in various formats such as text, audio, and video. Knowledge can be inputted by typing or spoken into the platform. The speech-to-text feature allows for automatic transcription, significantly simplifying documentation.
Additionally, texts can be optimized or summarized using our AI-powered systems. Our digital corporate memory allows for structured storage of information and enables easy retrieval through keyword search, ensuring accessibility at any time.
Implicit and explicit knowledge are two essential pillars of effective business knowledge management. While explicit knowledge is easy to document and share, deeply rooted experiential tacit knowledge poses a unique challenge. However, this implicit knowledge is crucial for successfully onboarding new employees, reducing early turnover, and fostering long-term employee retention.
By strategically using interviews, mentoring, job shadowing, and systematic documentation, companies can secure and pass on their employees’ valuable knowledge assets. Digital tools like great2know support this process by enabling structured and context-rich knowledge transfer. Thoughtful knowledge management not only ensures the transfer of knowledge but also enhances your company’s efficiency and innovation capabilities.
