Different Types of Knowledge: Explicit, Implicit and Tacit

When it comes to knowledge management, there are three main knowledge types – explicit, implicit and tacit – to take into account. Because knowledge management is such a multifaceted process, there are many jargons, solutions and methodologies. Understanding these three components of knowledge will help you maximize your knowledge management strategy and get effective results.

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Implementing a new strategy in any organization takes a lot of hard work. Managers have to decide on what are the best tools, objectives and action steps. More importantly, teams should have a thorough grasp of relevant concepts in order to be productive. When it comes to knowledge management, there are three main knowledge types – explicit, implicit and tacit – to take into account. Because knowledge management is such a multifaceted process, there are many jargons, solutions and methodologies. Understanding these three components of knowledge will help you maximize your knowledge management strategy and get effective results.

What are explicit, implicit and tacit knowledge?

Before diving into the specifics of explicit, implicit and tacit knowledge, one must first have an understanding of what knowledge is. Knowledge-driven businesses have an advantage to drive efficient business activities by applying readily-available knowledge from a comprehensive, well-managed ‘knowledge base’.

In a business context, knowledge refers to the accumulation of skills, experiences, capabilities and insight of an organization. All this is created, managed and stored in the form of explicit, implicit and tacit knowledge.

Explicit knowledge

Explicit knowledge is any kind of knowledge that is easily articulated, written and stored in physical form so that it is accessible. Common examples of explicit knowledge are books and documents.

Implicit knowledge

Implicit knowledge is information that is transferable to skills. One way to think about it is when someone is performing tasks, they are displaying implicit knowledge, such as performing effective communication. Implicit knowledge is where often, individuals are not even aware that they are acquiring these skills. They can also be transferred from one job to another.

Tacit knowledge

Tacit knowledge is a less-tangible form of knowledge gained through personal experiences and individual contexts. Thus, tacit knowledge is harder to articulate on paper. Examples of tacit knowledge include language or intuition.  

The difference between Explicit Knowledge vs Tacit Knowledge

Because tacit knowledge is ingrained in the mind of the individual and shaped through personal development, it is harder to codify than explicit knowledge.

For instance, an experienced customer support representative may be able to judge by intuition when a customer is getting frustrated, as compared to a new hire who has no prior experience. This skill is a result of the experienced staff’s own hands-on experience, observations and surroundings. Thus, the result is a cognitive set of skills gained through experiential situations. On the contrary, explicit knowledge is based on objective and logical information and is more technical in nature.

As a result, explicit knowledge is easily transferred to others in the workplace through documentation of this knowledge in physical or digital form. Employees who possess certain explicit knowledge can easily articulate this to others by explaining the logic behind their skillset.

Strategies to turn tacit knowledge into explicit knowledge

Success in today’s workplace is defined by a vast range of skills, knowledge and experiences that can promote the flow of ideas and productivity. Solely relying on employees’ explicit knowledge can stunt business growth, since the organization is essentially overlooking important soft skills. To ensure business longevity, it is important to make sure that tacit knowledge is transferable from high-performing employees to peers.

Choose the right tool

Tacit knowledge is a unique and in-depth representation of an individual’s experiences, so it requires direct instruction from the employee. However, it can be taxing to take time off to break down and rationalize each piece of information to multiple teammates. Having the right tools to effectively capture knowledge will only require a small part of an individual’s time. This way, they can share important tips and best practices with their teams without interrupting their current workflow.

Make documenting knowledge a part of the work process

Knowledge sharing may not be part of an organization’s culture, which stops employees from mentoring and learning from their peers. Because tacit knowledge is a cognitive process, it requires a higher level of communication to make it work. Encouraging a workplace culture of knowledge sharing through retrospective meetings provides a space for collaboration, where employees can take turns to share unique experiences, fact-finds and learning points for others.

Incentivize knowledge sharing

A challenge that many organizations face with knowledge management is that employees are not actually getting anything out of it. With quarterly targets to hit, it’s easy to ignore the fact that your peers may not be up-to-date best practices. Pay attention to employees that are contributing to the knowledge culture of the organization. Rewards can come in the form of prizes, such as dining coupons, or even validation on company message boards. This way, employees will be more encouraged to participate in knowledge sharing.

For more tips, check out 5 tips on how to encourage knowledge sharing in the workplace.

Empower your workplace with Kipwise

The right knowledge management tool goes a long way in building a knowledge-driven workplace. Kipwise is a modern knowledge management system with a feature-rich centralized dashboard so teams can capture and share knowledge easily. Find out more about how Kipwise can empower your organization today.

Knowledge Types FAQ - Interactive Accordion

Frequently Asked Questions About Knowledge Types

Explicit knowledge is information that can be easily documented, shared, and stored in written form, such as manuals, reports, and databases. Tacit knowledge is personal, experience-based knowledge that's difficult to articulate or transfer, like intuition, judgment, and skills developed through years of practice. For example, a written customer service script is explicit knowledge, while knowing how to read a customer's frustration level through their tone is tacit knowledge.
Research suggests that approximately 80-90% of organizational knowledge is tacit, while only 10-20% is explicit. This means most valuable business knowledge exists in employees' minds and experiences rather than in documented form, making knowledge management critical for business continuity.
Yes, tacit knowledge can be partially converted to explicit knowledge through structured processes like mentoring programs, documentation of best practices, video tutorials, and knowledge-sharing sessions. However, some aspects of tacit knowledge, particularly intuitive skills and contextual judgment, may remain difficult to fully codify.
The timeline varies significantly based on complexity, but typically ranges from 3-12 months for most business skills. Simple procedures might be transferred in weeks, while complex expertise like advanced troubleshooting or client relationship management can take 6-18 months through mentoring and hands-on experience.
When employees with significant tacit knowledge leave, organizations can lose critical business intelligence, problem-solving capabilities, and institutional memory. Studies show companies can lose up to 42% of job-specific knowledge when experienced employees depart, leading to decreased productivity and increased training costs.
Industries that heavily depend on tacit knowledge include healthcare (diagnostic skills), consulting (client relationship management), software development (troubleshooting and architecture decisions), sales (reading customer cues), and manufacturing (equipment operation expertise). Service-based industries generally have higher tacit knowledge components than product-based businesses.
Effective tools for capturing tacit knowledge include video recording platforms for demonstrations, collaborative wikis for documenting processes, mentoring software for structured knowledge transfer, and knowledge management systems like Kipwise that facilitate easy documentation and sharing of insights and best practices.
Key metrics include: reduced time-to-productivity for new hires (typically 20-35% improvement), decreased knowledge loss during employee turnover, increased internal knowledge reuse rates, improved problem resolution times, and higher employee satisfaction scores related to access to information and learning opportunities.
The main challenges include: employees being unaware of their tacit knowledge, lack of time for documentation, difficulty articulating experiential knowledge, absence of knowledge-sharing culture, inadequate tools for capture and transfer, and resistance to sharing knowledge due to job security concerns.
Organizations should review and update their knowledge management processes quarterly, with major assessments annually. However, knowledge content should be updated continuously as processes change, new best practices emerge, and business contexts evolve. Regular audits help ensure knowledge remains current and relevant.

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