Client purpose
It is a family-owned international agri-business, spanning the food supply chain, with activities ranging from production, through logistics and merchandising, to distribution.
Their data department faced challenges with knowledge continuity when employees left the company. Critical information was often lost, making transitions difficult for both departing and new employees.
The key pain points were:
- Loss of data knowledge when employees depart, disrupting business and data continuity.
- Inability to adequately transfer knowledge to new hires during employee transitions.
- Lack of structured offboarding and onboarding processes to retain and transfer knowledge.
- Inability to control the escalating number of manual processes directly increased costs and errors.
- Time wasted reinventing defined processes each time an employee left.
- Frequent changes in prioritization criteria caused by process inefficiencies.
How we navigate it
To address these challenges, we proposed implementing a knowledge management system to retain and transfer data knowledge. The solution involved personalized planning to create customized knowledge transfer plan tailored to the data department's needs. We provided resources including building personalized templates, scripts, and tools to facilitate documentation and knowledge management within the data departments. Additionally, we offered expert guidance throughout the handover process to ensure effective knowledge transfer and minimize risks.
As a deliverable, we created a master document organized into easily navigable sections and a SharePoint site housing all structured documentation.
We identified and documented all relevant information. The master document sections included:
- Structure: Documented infrastructure, architecture, reviewed current documentation, users and access management, and data mapping.
- People: Documented organizational chart, managers, functions, roles, stakeholders for current projects and communication protocols.
- Projects: Gathered sources, current processes, outputs, and manual processes for each profile.
- Needs: Documented critical reports, prepared project sheets for identified needs, and documented prioritization and demand criteria.
We conducted working sessions with stakeholders and with who was leaving to map out information flows, key users, and pain points. These collaborative meetings enabled us to gain and document a holistic understanding of the current state and areas for improvement.
Where it took us
The implemented knowledge management system and comprehensive documentation enabled the company to achieve its goals of retaining and transferring institutional knowledge. The project delivered the following key results:
- Smooth transfer of knowledge from departing to new employees, minimizing business disruption.
- Faster onboarding by providing easy access to up-to-date documentation.
- Ongoing access to documented processes and systems as a reference.
- Proactive identification and capture of critical knowledge.
- A reference guide to mitigate potential problems and challenges.
- Cost savings from improved knowledge retention with usable documentation used for the maintenance and for report enhancements.
Involving experienced profiles to build a navigable, structured knowledge base, we were able to capture both technical details and crucial business insights. The SharePoint site provides a living repository that can be continually updated as processes evolve.
The documented knowledge enables them to minimize business impact during turnover and empowers the data team to maintain continuity, efficiency, and productivity.
Client purpose
It is a family-owned international agri-business, spanning the food supply chain, with activities ranging from production, through logistics and merchandising, to distribution.
Their data department faced challenges with knowledge continuity when employees left the company. Critical information was often lost, making transitions difficult for both departing and new employees.
The key pain points were:
- Loss of data knowledge when employees depart, disrupting business and data continuity.
- Inability to adequately transfer knowledge to new hires during employee transitions.
- Lack of structured offboarding and onboarding processes to retain and transfer knowledge.
- Inability to control the escalating number of manual processes directly increased costs and errors.
- Time wasted reinventing defined processes each time an employee left.
- Frequent changes in prioritization criteria caused by process inefficiencies.
How we navigate it
To address these challenges, we proposed implementing a knowledge management system to retain and transfer data knowledge. The solution involved personalized planning to create customized knowledge transfer plan tailored to the data department's needs. We provided resources including building personalized templates, scripts, and tools to facilitate documentation and knowledge management within the data departments. Additionally, we offered expert guidance throughout the handover process to ensure effective knowledge transfer and minimize risks.
As a deliverable, we created a master document organized into easily navigable sections and a SharePoint site housing all structured documentation.
We identified and documented all relevant information. The master document sections included:
- Structure: Documented infrastructure, architecture, reviewed current documentation, users and access management, and data mapping.
- People: Documented organizational chart, managers, functions, roles, stakeholders for current projects and communication protocols.
- Projects: Gathered sources, current processes, outputs, and manual processes for each profile.
- Needs: Documented critical reports, prepared project sheets for identified needs, and documented prioritization and demand criteria.
We conducted working sessions with stakeholders and with who was leaving to map out information flows, key users, and pain points. These collaborative meetings enabled us to gain and document a holistic understanding of the current state and areas for improvement.
How to change an entire data strategy
I imagine 8wires as that sincere and honest partner that takes you out of all that noise and helps you focus on what is important, no matter how unsexy it may be, to achieve a great long-term goal.
The one who accompanies you through the hard times and helps you through the tough decisions, knowing that there is no easy road. The one who gives you the push or the tools so that you climb and be yourself the one who reaches the summits you propose in a healthy, sustainable and energetic way. And above all, the one who steps aside when he knows that he is not helping you or that he will not be able to give you what you need.
I don't know if it is helpful, but somehow I saw on the web a visual explanation of the problem in the data/technology world (I don't know if with this metaphor) before showing how it is to work with us and finally, another visual explanation of the result.
Like a bridge over troubled waters
I imagine 8wires as that sincere and honest partner that takes you out of all that noise and helps you focus on what is important, no matter how unsexy it may be, to achieve a great long-term goal.
The one who accompanies you through the hard times and helps you through the tough decisions, knowing that there is no easy road. The one who gives you the push or the tools so that you climb and be yourself the one who reaches the summits you propose in a healthy, sustainable and energetic way.
Client purpose
It is a family-owned international agri-business, spanning the food supply chain, with activities ranging from production, through logistics and merchandising, to distribution.
Their data department faced challenges with knowledge continuity when employees left the company. Critical information was often lost, making transitions difficult for both departing and new employees.
The key pain points were:
- Loss of data knowledge when employees depart, disrupting business and data continuity.
- Inability to adequately transfer knowledge to new hires during employee transitions.
- Lack of structured offboarding and onboarding processes to retain and transfer knowledge.
- Inability to control the escalating number of manual processes directly increased costs and errors.
- Time wasted reinventing defined processes each time an employee left.
- Frequent changes in prioritization criteria caused by process inefficiencies.
How we navigate it
To address these challenges, we proposed implementing a knowledge management system to retain and transfer data knowledge. The solution involved personalized planning to create customized knowledge transfer plan tailored to the data department's needs. We provided resources including building personalized templates, scripts, and tools to facilitate documentation and knowledge management within the data departments. Additionally, we offered expert guidance throughout the handover process to ensure effective knowledge transfer and minimize risks.
As a deliverable, we created a master document organized into easily navigable sections and a SharePoint site housing all structured documentation.
We identified and documented all relevant information. The master document sections included:
- Structure: Documented infrastructure, architecture, reviewed current documentation, users and access management, and data mapping.
- People: Documented organizational chart, managers, functions, roles, stakeholders for current projects and communication protocols.
- Projects: Gathered sources, current processes, outputs, and manual processes for each profile.
- Needs: Documented critical reports, prepared project sheets for identified needs, and documented prioritization and demand criteria.
We conducted working sessions with stakeholders and with who was leaving to map out information flows, key users, and pain points. These collaborative meetings enabled us to gain and document a holistic understanding of the current state and areas for improvement.
How to change an entire data strategy
I imagine 8wires as that sincere and honest partner that takes you out of all that noise and helps you focus on what is important, no matter how unsexy it may be, to achieve a great long-term goal.
The one who accompanies you through the hard times and helps you through the tough decisions, knowing that there is no easy road. The one who gives you the push or the tools so that you climb and be yourself the one who reaches the summits you propose in a healthy, sustainable and energetic way. And above all, the one who steps aside when he knows that he is not helping you or that he will not be able to give you what you need.
I don't know if it is helpful, but somehow I saw on the web a visual explanation of the problem in the data/technology world (I don't know if with this metaphor) before showing how it is to work with us and finally, another visual explanation of the result.
Like a bridge over troubled waters
I imagine 8wires as that sincere and honest partner that takes you out of all that noise and helps you focus on what is important, no matter how unsexy it may be, to achieve a great long-term goal.
The one who accompanies you through the hard times and helps you through the tough decisions, knowing that there is no easy road. The one who gives you the push or the tools so that you climb and be yourself the one who reaches the summits you propose in a healthy, sustainable and energetic way.
