Lunr Management Model and Employee Handbook
  • πŸ‘‹Welcome to LUNR!
  • About us
    • πŸš€Vision, Mission & Focus
      • Vision
      • Mission
      • Pillars
  • How We Make Decisions
    • πŸš€Strategy
      • Context, not control
      • Strategic management
      • Culture code
    • 🏹Leadership
      • Managers
      • Tech leads
      • Traits of leadership
      • Leaders Performance
    • πŸ‘­Team management
      • Team Structure Designed for Success
      • Embracing Effective Ceremonies
      • Strategic Sessions: Empowering Innovation
  • How we build processes and a great product
    • βš™οΈOperations and roles
      • How We Navigate Growth and Complexity
      • Our Responsibility Assignment Matrixes: RACI & CODE-KS
    • πŸ“šKnowledge management
      • Knowledge Categories
      • Knowledge Accountability Index
      • Confluence
      • Learning day
      • Company Knowledge Centricity Level
      • Realms
    • πŸ‘¨β€πŸ’»Engineering culture
      • Engineering culture
      • Team culture
      • Engineering Process and Roles
      • Team Events and Processes
        • Scrum Events
        • Ongoing Meetings
        • Concepts
  • How we ensure people’s growth
    • πŸ“ˆPerformance
      • Paths
        • Individual Contributors Path
          • Individual Contributors Levels - Software Engineering
          • Individual Contributors Steps
        • Management Path
          • Level 1 - Our Pace setters
          • Level 2 - Our Coaches
          • Level 3 – Our visionaries and servant leaders
          • Level 4 – Our transformational leaders
          • Key concepts
      • Performance evaluation
      • 360 Evaluation Matrix
      • K-POC
      • CAP
      • Management Model Golden Rules
    • πŸ’°Compensation
      • IC Frameworks
        • πŸ‘¨β€πŸ’»Android Development
        • πŸ“±Android OS Development
        • πŸ”Assets security
        • πŸ‘¨β€πŸ’ΌBusiness Development
        • πŸ“§Digital marketing
        • πŸ’»Front-end web development
        • ⌨️Full Stack Web Development
        • 🏒Facility cleaning
        • πŸ”‘Information security
        • ↗️Marketing automation
        • 🐞QA automation
        • πŸ‘ΎQuality assurance
        • 🧍Recruiting Operations
        • πŸ“–Technical Training
        • 🀦Technical recruitment
        • πŸ€–WordPress Developers
        • πŸ‘©β€πŸŽ¨UX/UI
      • MGT Frameworks
        • πŸ‘¨β€πŸ’»Application support management
        • βž—Accounting&Finance Management
        • πŸ‘―HR Operations Management
        • πŸ”’Information Security Management
        • πŸ“§Marketing Management
        • πŸ“žNOC&Support management
        • 🚡Operations management (logistics)
        • πŸ€¦β€β™€οΈOperations management (administration)
        • πŸ–₯️Product owner
        • πŸ”©Product Engineering Management
        • 🀝Product Marketing Management
        • πŸ‘¨β€πŸ’ΌProject Management (Business)
        • πŸ‘¨β€πŸ’»Project Management (Software)
        • πŸ›’Sales Management
        • πŸ“³Software Engineering Management
        • 🌟Strategic Business Development Management
        • πŸ’ŸStrategic Human Resources Management
        • 🚟Supply Chain Management
        • πŸ‘ŒTechnical Account Management
        • ☎️Technical Support Management
        • πŸ“œTechnical Training Management
    • 🌟Empowering Growth through Transparent Management: Your Path to Success
  • Policies
    • 🎹Internal rules
      • Employee Probationary Period
      • Employee Code of Conduct
      • Physical Access Control
      • Cybersecurity and digital devices
        • Internet usage
        • Cellphone
        • Corporate e-mail
        • Social media
        • Conflict of interest
        • Workplace measures
        • Employee relations
        • Solicitation and Distribution
      • Substance Abuse and Drug Testing Policy
      • Employee Attendance and Working Hours Policy
      • Shiftwork Policy
      • Overtime policy
      • Employee Time Off Policy
      • Remote office policy
      • Smoke-free office policy
      • Employee Referral Program Policy
      • Moonlighting Policy
      • Anti-discrimination Policy
      • Violence In The Workplace Policy
      • Workplace Harassment Policy
      • Source Code Policy
      • Data Protection and Privacy Policy
      • Employee Confidentiality Policy
      • Business Trips Policy Policy
      • Company Equipment Policy
      • Event Participation Policy
      • Training Benefit Policy
      • Termination of Employment Policy
      • Disciplinary Action Policy
      • Corrective Action Plan (CAP) Policy
    • πŸ’΅Salaries
    • πŸ“–LUNR knowledge
    • πŸ§™Sources
    • πŸ“‘Glossary
  • ©️License
Powered by GitBook
On this page
  1. How we build processes and a great product

Knowledge management

Our knowledge management strategy enables our organization to create, apply, and share information, breaking down silos and increasing the usage of valuable data.

We developed a culture in which people feel independent and autonomous when working. We believe traditional rigid management structures do not create a supportive environment, but cause unnecessary stress and distracts employees, which jeopardizes performance. Because of that, we respect our people's skills and knowledge and support them to pursue the company’s goals in their own way. This mutual respect between parties is essential to our Knowledge Management strategy and we can only afford this level of trust in our people if we know they are fully capable of doing their work and can fill any knowledge gaps quickly and efficiently.

It's a no-brainer that knowledge enables us to grow and innovate. But, it's a fact also that this is easier said than done. Before we reached our ideal Knowledge Management strategy, we faced some problems as the old way we managed information at was inefficient. Information was shared in a fragmented way, through email and messaging apps. When people needed information, they’d go to an expert and ask them, which not only wasted time but would only benefit one person. It was difficult for the person to retain the new information, especially if it was shared in passing conversation or buried among emails. The process was also not being overseen, so embellishments and inaccuracies could slip through, which could jeopardize the information. Finally, when a knowledge gap formed, we had no way to fill it, as the one-to-one nature of knowledge sharing was impossible to scale, and the gap would remain.

After learning from these past mistakes, we then decided where knowledge should NOT be. We realized our knowledge should be easily accessible by our employees. It should not be stuck in someone’s head, where it is of no use to anyone but the person - it would even be unhelpful since people would constantly interrupt their work with questions. It should also not be chaotically thrown around emails and messages, where it is impossible to track and collect. Nor should it be dumped in guides and manuals and be forgotten about, becoming obsolete and misleading.

To ensure the effectiveness of our knowledge management strategy we also defined knowledge sharing as criteria in the Levels of our Frameworks so to progress with us, individuals must demonstrate the capability of sharing knowledge in a structured way.

PreviousOur Responsibility Assignment Matrixes: RACI & CODE-KSNextKnowledge Categories

Last updated 11 months ago

πŸ“š
Page cover image