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Find out how to break down knowledge silos & improve collaboration with these effective knowledge-sharing questions.
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You've heard the adage, "knowledge is power", right? Well, in today's modern workspace, it's more accurate to say, "shared knowledge is power". Companies are discovering that the key to success isn't just about gathering information — it's ensuring that information flows freely throughout the organization.
But how can a company ensure that its precious knowledge, its lifeblood, is shared effectively? The answer lies in a tool as simple as it is powerful: a knowledge sharing questionnaire.
In this comprehensive guide, we'll share 39 of the best knowledge sharing questions you should be asking in your questionnaire, and when you should ask them.
A knowledge sharing questionnaire is a tool that companies use to see how well their team members share information. It contains specific questions designed to assess the flow of knowledge within the organization and highlight areas that can be improved.
For example, one question could be "Do you feel at ease sharing your ideas with the team?" This helps to understand if the company's environment supports open conversation, which is vital for knowledge sharing in the workplace.
In essence, a questionnaire on knowledge sharing practices does more than just collect information. It's a tool that helps create a workplace where everyone feels free to talk and share ideas.
There are several compelling reasons to create a knowledge sharing survey questionnaire for your organization, and some of them include.
1. Better insight: How do you collect knowledge from employees? One-on-one meetings may be great, but they do not provide anonymity, and employees might keep negative opinions from their managers. However, with a questionnaire, your team can give their suggestions and reviews without fear, helping you understand how well your team shares information.
Questionnaires also provide valuable insights into the flow of knowledge within your organization, and pinpoint areas that need improvement.
2. Improved teamwork: When people freely share their knowledge, it encourages teamwork. With a knowledge sharing culture questionnaire, you can spot teams that aren't doing so well on the knowledge sharing side and proffer solutions.
Collaborative knowledge sharing leads to more successful projects and better outcomes.
3. Time savings: Sharing knowledge eliminates the need for individuals to figure things out on their own. This saves time and makes your team more efficient.
4. Enhanced learning: A questionnaire can highlight areas where additional training or information is needed to improve knowledge sharing. It ensures everyone has the knowledge they need to excel in their roles.
5. Improved innovation: Sharing knowledge sparks creativity and innovation. When diverse ideas and perspectives are shared, it encourages new insights and breakthrough solutions.
Building a questionnaire on knowledge sharing helps you know what you can do better, promotes a culture of open dialogue, improves teamwork, and drives employee engagement within your organization.
A knowledge sharing questionnaire is useful in situations where you want to gather insights and improve knowledge exchange. Here are some instances when you should consider using a knowledge sharing questionnaire:
The questionnaire can gather insights on existing knowledge sharing practices, perceived barriers, and employee suggestions. This baseline assessment will help you tailor your strategy to address specific needs and challenges.
Your knowledge questionnaire can assess changes in knowledge sharing behavior, perceived improvements, and any remaining challenges. This feedback will help you fine-tune and optimize your knowledge sharing initiatives.
Better knowledge sharing can boost your team's productivity and creativity. But how do you measure knowledge sharing? What is the most common tool to measure knowledge?
We’ve prepared a list of 39 essential questionnaire questions covering various scenarios - from new hires to project completion and even the introduction of a new knowledge sharing platform.
a) What was your experience with knowledge sharing at your previous workplace?
This question helps you see what the employee is used to when it comes to sharing knowledge, and can give ideas for making your own knowledge sharing better.
b) What software or tools are you comfortable using?
c) What areas of our business do you feel you need to learn more about?
This open-ended question helps identify areas where they feel they lack understanding or need more training.
d) On a scale of 1-5, how would you rate your comfort level in using the organization's current knowledge-sharing platform? (1 being not comfortable at all, 5 being very comfortable)
This question identifies any immediate training needs regarding the use of the knowledge sharing platform.
e) Which type of learning method do you prefer for job-related training?
a) What were the key learnings from this project/task?
This open-ended question encourages reflection on information that can be shared with others.
b) Did you face any challenges during this project/task? If yes, please specify.
Understanding project challenges can help prevent similar issues in future assignments.
c) Which tools or resources did you find most useful during this project/task?
d) How would you rate the usefulness of the shared knowledge available for this project/task? (1 being not useful at all, 5 being very useful)
This question assesses the effectiveness of current knowledge sharing in supporting project/task execution.
e) Do you have any suggestions for improving knowledge sharing related to this project/task?
This open-ended question allows for actionable feedback on how to enhance knowledge sharing.
a) What are the key skills or knowledge areas you believe are critical for your role?
This open-ended question helps capture the departing employee's view of essential skills and knowledge for their role.
b) What are the primary challenges you faced in your role, and how did you overcome them?
This open-ended question captures valuable experiential knowledge.
c) Which tools or resources have you found most useful in your role?
d) On a scale of 1-5, how would you rate the effectiveness of current knowledge sharing practices in supporting your role? (1 being very ineffective, 5 being very effective)
This offers a perspective on the overall effectiveness of knowledge sharing within the context of the role.
e) What advice or suggestions do you have for your successor?
This open-ended question allows for personalized advice to be shared, contributing to smoother role transitions.
a) Which department do you belong to?
Departmental information helps map the knowledge landscape in your organization, allowing for better segmentation and personalization of shared knowledge.
b) On a scale of 1-5, how would you rate the effectiveness of our current knowledge sharing practices? (1 being very ineffective, 5 being very effective)
This question provides a regular check on the perception of knowledge sharing effectiveness.
c) What challenges do you face in accessing or sharing knowledge within the team?
This open-ended question captures specific barriers to effective knowledge sharing.
d) How often do you contribute to our knowledge sharing platform?
e) Which types of content do you find most useful on our knowledge sharing platform?
f) Are there any particular knowledge sharing platforms you would like to try or think the organization should consider?
Soliciting suggestions may reveal tools that the team is already familiar with or interested in using, such as Assembly.
g) What sources do you utilize to stay updated in your field?
This question identifies the resources your team members value, which can be shared across the organization to improve collective knowledge.
h) How much time do you spend on average a day searching for information to complete your tasks?
i) Do you have any suggestions for improving our knowledge sharing practices?
Open-ended feedback provides actionable insights for improving knowledge sharing.
a) How relevant did you find the training content to your role? (1 being not relevant at all, 5 being very relevant)
This question measures the perceived relevance of the training content.
b) What was the most valuable part of the training for you?
This open-ended question identifies the aspects of the training that resonated most with participants.
c) Was there any topic not covered in the training that you wish had been included?
This question captures potential areas for expanding the training content.
d) How would you rate the trainer's knowledge and delivery? (1 being poor, 5 being excellent)
This provides feedback on the trainer’s effectiveness.
e) Do you have any suggestions for improving this training program?
This question allows for constructive feedback on the training program.
a) On a scale of 1-5, how would you rate the current knowledge sharing practices in the company? (1 being very poor, 5 being excellent)
This baseline assessment provides a benchmark against which to measure future improvements.
b) What are the main barriers to effective knowledge sharing in our organization?
c) What features or capabilities would you like to see in a new knowledge sharing platform?
You can figure out your employees' needs and desires for the new platform with this question.
d) How comfortable are you with trying a new knowledge sharing platform? (1 being not comfortable at all, 5 being very comfortable)
This question measures potential resistance to change, which can be addressed in the implementation plan.
e) Do you have any other suggestions or concerns regarding the introduction of a new knowledge sharing platform?
Open-ended feedback provides an opportunity to identify and address any issues before implementation.
a) On a scale of 1-5, how would you rate the new knowledge sharing strategy or platform? (1 being very poor, 5 being excellent)
This question measures the perceived success of the new approach.
b) Have you encountered any challenges while using the new knowledge sharing platform? If yes, please specify.
This question helps identify issues with the platform that need to be resolved.
c) Which features of the new knowledge sharing platform do you find most useful?
d) Have you noticed any improvements in your ability to access or share knowledge since the introduction of the new strategy/platform?
This provides qualitative feedback on the impact of the new approach.
e) Do you have any suggestions for further improvements to our knowledge sharing strategy or platform?
This encourages continuous knowledge sharing improvement by asking for user suggestions.
Applying these targeted questionnaires to the different scenarios we've discussed will help your organization to capture critical insights at pivotal moments. The right information, gathered at the right time, can greatly improve your knowledge sharing capabilities and help create an environment where learning and collaboration are valued.
Creating and implementing a knowledge sharing questionnaire doesn't have to be a complex process. By following some simple steps, you can develop a questionnaire that yields valuable insights.
The first step in any questionnaire design process is to identify the purpose. Do you want to assess the current state of knowledge sharing, evaluate a new system, or gather feedback after a project? Clear objectives will help to guide the questionnaire design and the interpretation of the results.
With your goal in mind, design your questionnaire. Use the sets of questions provided in the earlier sections as a starting point, and customize them to fit your specific circumstances. Always remember to maintain a balance between different types of questions - multiple choice, select all that apply, and fill-in-the-textbox, as they provide different types of data.
When designing the questionnaire, also consider the user experience. Make it as easy and intuitive as possible for respondents. According to SurveyPlanet, a well-designed survey can have a response rate of 30-50%. A user-friendly design includes aspects such as a logical flow of questions, clear and concise language, and consideration of the time it takes to complete the questionnaire.
Once you've designed the questionnaire, it's time to share it with your team. This could be done via email, an online survey tool, or a dedicated knowledge sharing software like Assembly. Choose the method that's most accessible for your team, and distribute accordingly.
After you've given your team enough time to complete the questionnaire, gather the responses. Look for patterns and trends in the data that can provide valuable insights about how well your employees are sharing knowledge with others.
The final step is to use the insights from the questionnaire to improve your knowledge sharing practices. Make any necessary changes and communicate these improvements to your team. Show them that their feedback is valuable and is being used to make their work lives better. Regularly repeat this process to stay informed about your team's needs and preferences regarding knowledge sharing.
Knowledge sharing questionnaires play a key role in understanding your organization's knowledge management practices, identifying areas for improvement, and exploring employee suggestions. They give you a clear picture of your organization's knowledge flow, highlighting the strengths and exposing the gaps.
Remember, simplicity is the watchword when designing your questionnaire. So, start small. Pick one of the scenarios we've discussed and create a questionnaire for it. See the difference this simple step can make, and then gradually expand to cover more situations.
To build upon the benefits of questionnaires, you should also use a dedicated knowledge sharing platform like Assembly. Assembly helps streamline your knowledge sharing and measurement process. It also provides customized recognition programs as incentives for knowledge well-shared.
So, take your first step towards a more collaborative work environment. Explore Assembly today.
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Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
Yes. We offer a completely free plan for up to 50 team members. This plan is intended for teams or organizations that are looking to get started with an employee engagement tool. Keep in mind, this plan is limited in features.
All customers can open an Assembly account for free and get started without a credit card. Then you can change plans as necessary.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
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