What incentives work for Knowledge Management?
There are a number of ways to incentivise KM, but which ones work?
The most powerful incentives are clear management directive for KM, KM embedded within normal job descriptions, a centrally organised recognition shceme, and peer recognition schemes. Finanacial incentives are judged the least useful.
The usage of these incentives increases with KM maturity, as shown below.
Each of the incentives shows a greater level of application as KM matures, with the exception of financial incentives, where usage decreases slightly in the most mature organisations.
We can also look at the how the perceived value of these incentives changes with maturity.
Several of the incentives are judged to increase in power as KM matures, especially the clear management directive, embedding KM in job descriptions, adding KM to exected competences, and the use of peer recognition schemes. All of these represent the embedding of KM within the expected work behaviours.
Monetary incentives, gamification and the central recognition scheme, on the other hand – where KM is incentivised separately – are judged to decrease in power as KM matures, even though the previous figure shows they increase in usage.
The message seems to be clear – incentivise KM as part of the job, rather than incentivise it separately.
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