ev reports that rick klau has written up a great piece detailing his exerience with rolling out a klog pilot at work and it's a mixed bag:
Reward participation. A number of people stated that they had trouble working blogging into their daily routine - that they had a number of other priorities competing for their time. Not surprisingly, they tended to gravitate to things for which they received recognition. A successful deployment of a k-log will need effective rewards to help reinforce the desirability of participation.
Define what you're looking for. This is related to the first point, but I think it's important enough to discuss on its own. I was surprised at the number of people who understood conceptually what the weblog did but who were still unclear on what they could contribute. People are very used to a fairly formal communications format - and weblogs are highly unstructured. Without a focus, inertia seemed to dominate.
Ensure senior participation. I tend to believe that grass-roots KM is the most difficult to achieve. When a program like this is supported from the top down, people are more likely going to appreciate the importance of the project - and appreciate the connection between the project and the company's overall success. If we are to increase the k-log's success, we will need to involve more of the senior management team.
as rick says, you "must have a problem to solve", "reward participation", "define what you're looking for" and "ensure senior participation". and that's just for starters. otherwise it's blank stares and business-as-usual.
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