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Your knowledge stays within the organisation.
The situation
Organisational knowledge leaves with those who move on.
Knowledge shouldn’t disappear when people leave. It should remain part of the organisation, accessible to every team and connected to the work that follows.
01
Every departure takes a piece of our memory with it
Knowledge remains held by a few individuals. When they leave, the organisation loses a portion of its experience.
02
Every new hire starts from scratch
Onboarding time is spent rediscovering what already exists rather than creating value.
03
Asking for what is already known
The answers are out there, but no one knows where to find them. The same questions keep coming up.
A living memory, connected to real work.
Knowledge follows roles
Procedures and knowledge remain tied to the responsibilities that drive them. When people change, the knowledge stays where it belongs.
Every document finds its context again
A procedure, a decision, or a template no longer lives in an isolated folder. They are connected to the team, project, or role that gives them meaning.
The organisation no longer forgets
Every document enriches a collective memory accessible to everyone. Teams build on what they know instead of starting from scratch.
A document is created. The organisation remembers it.
Documents are born in context
It evolves with the work
Institutional memory remains, even when teams change
What living memory changes
New hires become autonomous faster
Knowledge, procedures, and documents are already there, linked to their team and role.
Knowledge, procedures, and documents are already there, linked to their team and role.
Knowledge stays within the organisation
Employee departures no longer mean the loss of procedures, decisions, or best practices.
Employee departures no longer mean the loss of procedures, decisions, or best practices.
A single shared memory
Drive, knowledge base, and documents are centralised and linked to the context in which they are used.
Drive, knowledge base, and documents are centralised and linked to the context in which they are used.
Sovereign data
Your documents and corporate memory remain hosted in Europe, under your control.
Your documents and corporate memory remain hosted in Europe, under your control.
Transformations that inspire
A hierarchy, more transparent and more agile
"Talkspirit played a key role in clarifying roles, responsibilities, and cross-team collaboration within our hierarchical organisation. The tool also transformed our meetings: better structured, roles clearly defined, more effective decisions." — Markus Mantsch, Process and Compliance Manager, Big Blue Marble
When knowledge endures, the entire organisation advances.
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Project and task management
Work relies on a shared memory. Every project instantly has access to the procedures, documents, and decisions it needs.
Internal communication
Collaboration enriches knowledge. Discussions, announcements, and decisions no longer get lost in messages: they remain linked to their context.
Governance and role clarity
Every piece of knowledge has an owner. Documents, procedures, and knowledge bases remain tied to the roles that sustain them, even when personnel changes.
We showed the auditors what we were already doing every day in Talkspirit. Living governance wasn't a side project: it was built into the way we work.
Thanks to the organisational map built in Talkspirit, everyone knows who does what and what their responsibilities are. This transparency helps each person better understand the direction the company is taking, and lets us align our efforts to fulfil our purpose.
Talkspirit played a key role in clarifying roles, responsibilities and cross-team collaboration within our hierarchical organisation. [...] The tool has also transformed the way we run our meetings. In the past, our meetings were often unproductive. Today, they are better structured, roles are clearly defined and decision-making is far more efficient.
Having a strong intention to change wasn't enough. We needed a tool capable of supporting the practical workings of this new organisational approach.
Organisational clarity and agility allow everyone to fully apply their skills and reach their full potential. It gives people wings. And every organisation needs that.
Adopting Holacracy has helped us gain autonomy and clarity. Employees know what's expected of them, so they can make decisions without constantly seeking everyone's approval. [...] The result: our trust index now stands at 89 out of 100!
In the past, we would have managed with emails, but the documents would have ended up scattered all over the place. With Talkspirit, we share files directly in an organised, structured and centralised way. The latest updates are gathered in a single place, so we can discuss them in real time and act as quickly as possible.
Talkspirit brings us closer to our teams, fuels collective intelligence and makes day-to-day information sharing far smoother.
Pooling our strengths makes each of us stronger. Within our network of SMEs, Talkspirit is an essential driver of transformation and agility.
Talkspirit allows every employee to fully unlock their talents. If someone has skills in several areas, they can take on different roles without being boxed into a single job description. This flexibility in roles also strengthens our agility — an essential asset in today's VUCA world (Volatile, Uncertain, Complex, Ambiguous).
The questions we get asked most often.
