Different Types of Knowledge: Implicit, Tacit, and Explicit不同类型的知识：内隐知识、默会知识与显性知识

Quick Definitions of Knowledge Types for Business

Explicit Knowledge: Knowledge that is easy to articulate, write down, and share.
Implicit Knowledge: The application of explicit knowledge. Skills that are transferable from one job to another.
Tacit Knowledge: Knowledge gained from personal experience that is more difficult to express.显性知识：易于表达、记录和分享的知识。 内隐知识：显性知识的应用。可在不同工作间迁移的技能。 默会知识：从个人经验中获得，难以表达的知识。

When researching knowledge management, you may encounter discussions about the various types of knowledge. While many classifications exist, businesses prioritize understanding and leveraging three key types of knowledge: tacit, implicit, and explicit. These distinct forms of knowledge are crucial for organizational success because they provide tailored data assets. 在研究知识管理时，您可能会遇到关于各种知识类型的讨论。虽然分类方式多种多样，但企业通常优先理解并利用三种关键知识类型：默会知识、内隐知识和显性知识。这些独特的知识形式对于组织成功至关重要，因为它们提供了定制化的数据资产。

A robust knowledge management strategy begins with recognizing the differences among these three types of knowledge and effectively capturing, maintaining, and sharing each. Below, we explain the key criteria for this distinction, other types of knowledge, and the challenges of extracting each. 稳健的知识管理策略始于识别这三种知识类型的差异，并有效地获取、维护和分享每种知识。下文将解释区分这些知识的关键标准、其他知识类型，以及提取每种知识所面临的挑战。

Tacit, Explicit, and Implicit Knowledge: Value and Differences

The key difference among tacit, explicit, and implicit knowledge lies in the process of capturing and utilizing them across the business landscape. 默会知识、显性知识和内隐知识之间的核心区别在于它们在整个商业环境中的获取与利用过程。

Explicit knowledge, for instance, is documented and can be easily shared. It is often used to train new employees and to ensure that everyone has the same understanding of how to do their job. 例如，显性知识已被记录在案，易于分享。它通常用于培训新员工，并确保每个人对如何开展工作有统一的理解。

Conversely, implicit knowledge is shared between employees through social interactions and informal communication. Although it is often the most challenging type of knowledge to capture and share, it is essential to ensure that knowledge is passed on from one generation of employees to the next.相反，内隐知识通过社交互动和非正式沟通在员工之间分享。尽管它是最难获取和分享的知识类型，但对于确保知识在员工代际间传承至关重要。

Tacit knowledge, acquired through experience, can be difficult to articulate. However, it is often the most valuable type of knowledge in a business, as it allows employees to make decisions and solve problems quickly and effectively. 通过经验获得的默会知识往往难以言表。然而，它通常是企业中最有价值的知识类型，因为它使员工能够快速有效地做出决策并解决问题。

If you’re conducting a knowledge audit (a significant first step for any knowledge management strategy), it’s crucial to understand how these types of knowledge are defined and structured.如果您正在进行知识审计（这是任何知识管理策略的重要第一步），理解这些知识类型是如何定义和构建的至关重要。

What Is Explicit Knowledge?什么是显性知识？

Explicit knowledge is the most basic form of knowledge and is easy to pass along because it’s written down and accessible. When data is processed, organized, structured, and interpreted, the result is explicit knowledge. Explicit knowledge is easily articulated, recorded, communicated, and stored (most notably in knowledge management).显性知识是最基础的知识形式，由于已书面化且易于访问，因此易于传递。当数据经过处理、组织、结构化和解释后，其结果就是显性知识。显性知识易于表达、记录、传播和存储（在知识管理中尤为显著）。

Examples of Explicit Knowledge显性知识的示例

If you need an example of explicit knowledge, simply open your knowledge management platform and look around. Specifically, it may encompass the following: 如果您需要显性知识的示例，只需打开您的知识管理平台看看即可。具体来说，它可能包含以下内容：

• Company policies公司政策
• Process documents流程文档
• Employee handbook员工手册
• Training manuals培训手册
• Case studies案例研究
• Knowledge base知识库
• White papers白皮书
• Technical documentation技术文档
• Research reports研究报告

What Is Implicit Knowledge?什么是内隐知识？

Implicit knowledge is the practical application of explicit knowledge. There are likely instances of implicit knowledge all around your organization. For example, consider asking a team member how to perform a task. This action could spark a conversation about the options for performing the task and the potential outcomes, leading to a thoughtful process to determine the best course of action. That team member’s implicit knowledge educates the conversation about how to do something and what could happen. 内隐知识是显性知识的实际应用。您的组织中可能到处都有内隐知识的实例。例如，考虑询问团队成员如何执行某项任务。这一行动可能会引发关于执行任务的各种选择及其潜在结果的对话，从而形成一个深思熟虑的流程来确定最佳行动方案。该团队成员的内隐知识为关于如何做事以及可能发生什么情况的对话提供了指导。

Examples of Implicit Knowledge内隐知识的示例

Best practices and skills transferable from job to job are common examples of implicit knowledge. In particular, these may cover: 最佳实践和可在不同工作间迁移的技能是内隐知识的常见示例。具体而言，这些可能包括：

• Executing negotiation techniques执行谈判技巧
• Delivering effective sales pitches进行有效的销售推介
• Approaches to conflict resolution冲突解决的方法
• Quick decision-making skills 快速决策技能
• Absorbing organizational culture吸收组织文化

What Is Tacit Knowledge?什么是默会知识？

Tacit knowledge is the knowledge we possess, garnered from personal experience and context. It’s the information or data that would be the most difficult to write down, articulate, or present in a tangible form.默会知识是我们拥有的、从个人经验和背景中积累的知识。它是最难书面化、表达或以具体形式呈现的信息或数据。

For example, think of learning how to make your grandmother’s famous cookie recipe. Sure, she gave you the recipe card, but when you try it, you feel like something is missing. After years of experience, she has developed an exact feel for the dough and how long the cookies should be in the oven.例如，试着学习制作祖母的招牌曲奇食谱。当然，她给了你食谱卡片，但当你尝试制作时，总觉得少了点什么。经过多年的经验，她已经对生面团的手感以及曲奇在烤箱中烘烤的时间有了极其精准的把握。

Examples of Tacit Knowledge默会知识的示例

In the workplace, tacit knowledge is the application of implicit knowledge specific to your company. As employees move from job to job, the application of their implicit knowledge will change based on what’s unique about your business. An example is a sales rep who can give a great demo and has also learned specific buying signs while talking to prospects.在职场中，默会知识是内隐知识在您公司中的具体应用。随着员工在不同工作间转换，他们内隐知识的应用会根据您业务的独特性而发生变化。一个例子是销售代表，他不仅能进行出色的演示，还在与潜在客户交谈时学会了特定的购买信号。

Here are some other examples of tacit knowledge in the workplace:以下是职场中默会知识的其他一些示例：

• Intuitive understanding of motivating teams对激励团队的直觉理解
• Closing sales using innate capabilities利用天赋能力达成销售
• Understanding the nuances of human interaction理解人际互动的微妙之处
• Overcoming sales objections克服销售异议
• Generating groundbreaking ideas or innovative solutions产生突破性的想法或创新解决方案

Transfer of tacit knowledge may not necessarily follow a structured process. According to a study published in the Journal of Workplace Learning, professionals must find ways to make their tacit knowledge explicit and share it with others. This can be done through reflection, stories, and other forms of communication.默会知识的传递未必遵循结构化的流程。根据《工作场所学习杂志》发表的一项研究，专业人士必须找到方法将他们的默会知识显性化并与他人分享。这可以通过反思、讲故事和其他沟通形式来实现。

Other Types of Knowledge

Aside from explicit, implicit, and tacit, knowledge can be classified in other ways based on its nature and purpose. In some cases, these types of knowledge may overlap. However, it is up to the knowledge manager and those in charge of the knowledge management maintenance to choose a way of distinguishing knowledge. For added guidance, here are the other types of knowledge in the workplace. 除了显性、内隐和默会知识外，还可以根据性质和目的以其他方式对知识进行分类。在某些情况下，这些知识类型可能会重叠。然而，知识管理者和负责知识管理维护的人员有责任选择一种区分知识的方法。为了提供更多指导，以下是职场中其他类型的知识。

• Descriptive knowledge refers to understanding how things are or how they work, essentially describing the characteristics of a concept or process. For example, it is essential to know the company’s organizational structure, including the different departments and their functions, or to understand the steps involved in a manufacturing process.描述性知识是指理解事物的状态或运作方式，本质上是描述概念或过程的特征。例如，了解公司的组织结构（包括不同部门及其职能）或理解制造过程中的步骤至关重要。
• Domain knowledge is the specialized understanding and subject matter expertise within a specific field or industry. For instance, a software engineer possesses domain knowledge in programming languages, software development methodologies, and cybersecurity best practices.领域知识是指特定领域或行业内的专业理解和主题专长。例如，软件工程师拥有编程语言、软件开发方法论和网络安全最佳实践方面的领域知识。
• Procedural knowledge focuses on how to do something, often expressed as a sequence of steps or actions. For example, a network engineer would know how to troubleshoot a network connectivity issue by checking cable connections and testing network connectivity using ping commands.程序性知识专注于如何做某事，通常表现为一系列步骤或行动。例如，网络工程师知道如何通过检查电缆连接并使用 ping 命令测试网络连通性来排查网络连接问题。
• Conditional knowledge is knowing when and why to use specific information or skills. For example, a customer service representative might use their knowledge of de-escalation techniques conditionally, applying them only when a customer shows signs of anger or frustration.条件性知识是指了解何时以及为何使用特定信息或技能。例如，客户服务代表可能会有条件地使用他们的降温技巧，仅在客户表现出愤怒或沮丧迹象时才应用这些技巧。
• Conceptual knowledge is the understanding of underlying principles, ideas, and relationships that connect different pieces of information. An example of this is a manager understanding the concept of employee engagement in customer service and how it connects to various factors like recognition, growth opportunities, and work-life balance.概念性知识是对连接不同信息片段的底层原理、思想和关系的理解。这方面的一个例子是经理理解客户服务中员工敬业度的概念，以及它如何与认可、成长机会和工作生活平衡等各种因素相关联。

How to Capture the Different Types of Knowledge

Capturing the various types of knowledge presents a spectrum of difficulty, ranging from the technical logistics of explicit knowledge to the deeply psychological barriers of tacit knowledge. While explicit knowledge (such as manuals and data) is easily codified, the primary challenge lies in keeping it updated and preventing information overload within digital repositories. 获取各类知识的难度各不相同，从显性知识的技术物流到默会知识的深层心理障碍，跨度很大。虽然显性知识（如手册和数据）很容易编码，但主要挑战在于保持其更新并防止数字存储库中的信息过载。

In contrast, implicit knowledge often remains uncaptured because it is embedded in daily workflows and performed subconsciously. It requires deliberate reflection or observation to document. 相比之下，内隐知识往往因为嵌入在日常工作流程中并被下意识地执行而未被获取。它需要刻意的反思或观察才能记录下来。

The most significant hurdle, however, is tacit knowledge, which consists of gut feelings, intuition, and years of experience. Because tacit knowledge is often nonverbal and context-dependent, experts may not even realize they possess it, making it nearly impossible to document. Instead, it requires high-effort strategies such as long-term mentorship, storytelling, and cultivating a high-trust organizational culture to prevent this undocumented wisdom from disappearing when a key employee leaves.然而，最大的障碍是默会知识，它由直觉、本能和多年经验组成。由于默会知识通常是非语言的且依赖于语境，专家甚至可能没有意识到自己拥有这些知识，这使得记录几乎不可能。相反，它需要高投入的策略，如长期指导、讲故事以及培养高信任度的组织文化，以防止这些未记录的智慧在关键员工离职时流失。

Capture All Types of Knowledge获取所有类型的知识

Use Bloomfire’s advanced tools to obtain and preserve valuable company knowledge.使用 Bloomfire 的高级工具来获取和保存宝贵的公司知识。

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Explicit knowledge capture 显性知识获取

The focus here is on codification and centralization to ensure information is searchable and permanent. Organizations use digital knowledge management systems or wikis to host standardized documents, manuals, and FAQs. Success depends on regular documentation audits to prevent data decay and on the use of templates to maintain a consistent format across departments.这里的重点是编码和集中化，以确保信息可搜索且永久保存。组织使用数字知识管理系统或维基来托管标准化文档、手册和常见问题解答。成功取决于定期的文档审计以防止数据衰减，以及使用模板来保持跨部门格式的一致性。

Implicit knowledge capture 内隐知识获取

Capturing this type of knowledge requires process externalization, where experts are prompted to explain their subconscious workflows. Common methods include shadowing and observation, where a facilitator records the steps an expert takes during a complex task. Techniques like after-action reviews (AARs) and decision-mapping also help convert these habitual actions into structured checklists or decision trees for others to follow.获取此类知识需要流程外化，即引导专家解释他们的下意识工作流程。常见的方法包括影子工作法和观察法，即由引导者记录专家在执行复杂任务时采取的步骤。行动后回顾 (AAR) 和决策映射等技术也有助于将这些习惯性行为转化为结构化的检查表或决策树，供他人参考。

Tacit knowledge capture 默会知识获取

Because this knowledge is non-verbal and experiential, it is captured through socialization and narrative exchange rather than direct writing. Mentorship and apprenticeship programs allow for long-term knowledge bleeding through imitation and shared practice. Additionally, organizational storytelling and communities of practice provide a platform for experts to share the nuanced anecdotes and “war stories” that convey their underlying intuition and professional wisdom.由于这种知识是非语言和经验性的，它是通过社交和叙事交流而非直接书写来获取的。指导和学徒计划允许通过模仿和共同实践进行长期的知识渗透。此外，组织叙事和实践社区为专家提供了一个平台，分享那些传达其内在直觉和专业智慧的微妙轶事和“战争故事”。

What Are the Challenges of Capturing the Different Types of Knowledge?

Whether it is defined as company knowledge or not, it plays a vital role in an organization’s day-to-day operations. However, to develop a successful knowledge management strategy, you must understand how different knowledge types are shared and stored. This is easier said than done, considering the following challenges.无论它是否被定义为公司知识，它在组织的日常运营中都发挥着至关重要的作用。然而，要制定成功的知识管理策略，您必须了解不同知识类型是如何分享和存储的。考虑到以下挑战，这说起来容易做起来难。

1. Use of the wrong technology for knowledge extraction1. 知识提取技术使用不当

Many organizations mistakenly address knowledge-sharing problems by focusing solely on explicit knowledge, often implementing intranets or folder-based systems. These solutions fail to capture the crucial context and discussions surrounding that information, as questions and collaboration remain siloed in chats, emails, and informal interactions. 许多组织错误地通过仅关注显性知识来解决知识共享问题，通常是实施内联网或基于文件夹的系统。这些解决方案无法获取围绕该信息的重要背景和讨论，因为问题和协作仍然孤立在聊天、电子邮件和非正式互动中。

This problem with inappropriate tool or technology usage is amplified for remote teams. While they have access to explicit knowledge, they may struggle to tap into the implicit and tacit knowledge of the subject matter experts, hindering a comprehensive understanding.这种工具或技术使用不当的问题在远程团队中被放大。虽然他们可以访问显性知识，但他们可能难以利用主题专家的内隐和默会知识，从而阻碍了全面理解。

2. Lack of a knowledge-sharing culture2. 缺乏知识共享文化

When individuals are not encouraged or incentivized to share their expertise, tacit knowledge becomes trapped within individuals and teams, and explicit knowledge may not be readily accessible or disseminated. This can lead to knowledge or information silos, duplicated efforts, missed learning opportunities, and, ultimately, a less informed and less effective organization. 当个人没有被鼓励或激励去分享他们的专长时，默会知识就会被困在个人和团队内部，而显性知识可能无法被轻易访问或传播。这可能导致知识或信息孤岛、重复工作、错失学习机会，并最终导致组织信息闭塞且效率低下。

Without a culture that values and promotes knowledge sharing, organizations risk losing valuable knowledge when employees leave. They may also struggle to adapt and innovate in response to new challenges and opportunities.如果没有一种重视并促进知识共享的文化，组织在员工离职时面临失去宝贵知识的风险。他们也可能难以适应和创新以应对新的挑战和机遇。

3. Problems with keeping knowledge updated3. 知识更新困难

Outdated information (including data decay for AI strategies) can lead to inaccurate or incomplete knowledge capture. The diverse formats of knowledge available can further complicate this. Additionally, knowledge can be subjective and context-dependent, making it difficult to establish a single correct version to update. These factors collectively hinder the effective capture and maintenance of up-to-date knowledge.过时的信息（包括 AI 策略的数据衰减）可能导致知识获取不准确或不完整。可用的多种知识格式进一步复杂化了这一点。此外，知识可能是主观且依赖于语境的，这使得难以建立单一的正确版本进行更新。这些因素共同阻碍了知识的有效获取和维护。

4. Lack of a clear process for capturing knowledge4. 缺乏清晰的知识获取流程

Without a standardized system, some knowledge may be lost when employees leave. For example, tacit knowledge may not be recovered in such cases, as there is no structured way to document or share it. Meanwhile, explicit knowledge can become scattered across various platforms and formats, making it difficult to find and retrieve. 如果没有标准化的系统，一些知识可能会在员工离职时丢失。例如，默会知识可能无法在这些情况下被恢复，因为没有结构化的方式来记录或分享它。同时，显性知识可能会分散在各种平台和格式中，导致难以查找和检索。

Moreover, the absence of a defined process can lead to inconsistencies in how knowledge is captured, organized, and shared. This could create confusion and hinder knowledge transfer within the organization. 此外，缺乏明确的流程可能导致知识获取、组织和分享方式的不一致。这可能会造成混乱并阻碍组织内的知识转移。

5. Information overload and poor searchability5. 信息过载与搜索性差

Large-scale digital repositories often become cluttered with redundant, outdated, and trivial data, masking the truly valuable insights an organization needs to retain. High volumes of daily documentation create a noise floor that exhausts employees’ cognitive capacity, making it difficult for them to discern which version of a file is authoritative. 大规模的数字存储库往往充斥着冗余、过时和琐碎的数据，掩盖了组织需要保留的真正有价值的见解。海量的日常文档产生了一种噪音底限，消耗了员工的认知能力，使他们难以辨别哪个版本的文件是权威的。

Maintaining a lean knowledge base requires constant human intervention, yet most teams prioritize creating new content over refining or deleting the old. This lack of curation ensures that critical knowledge remains buried under mountains of low-value information, effectively rendering it invisible to those who need it most.维护一个精简的知识库需要持续的人工干预，但大多数团队优先考虑创建新内容，而不是完善或删除旧内容。这种缺乏策划的做法确保了关键知识被埋没在堆积如山的低价值信息之下，实际上使其对最需要的人来说是不可见的。

Collect Implicit, Tacit, and Explicit Knowledge Through Bloomfire

Bloomfire makes it easy for users to create content, add rich media for additional context, and find anything (not just document titles) through a keyword search. Additionally, users can engage with knowledge on the platform by asking questions, adding comments, or even tagging subject matter experts so that they are notified when they are mentioned. Bloomfire 使用户可以轻松创建内容、添加富媒体以获取更多背景信息，并通过关键字搜索找到任何内容（不仅仅是文档标题）。此外，用户可以通过提问、添加评论甚至标记主题专家来与平台上的知识进行互动，以便在提及他们时收到通知。

Bloomfire also has direct integrations with Slack and Microsoft Teams, so the valuable knowledge that team members exchange in chat conversations can become part of their company’s knowledge base—and team members can easily access existing knowledge in real time.

Note: This post was expanded and updated in January 2026.
Bloomfire 还与 Slack 和 Microsoft Teams 直接集成，因此团队成员在聊天对话中交换的宝贵知识可以成为公司知识库的一部分，并且团队成员可以轻松实时访问现有知识。注：本文于 2026 年 1 月进行了扩展和更新。

Capture All Knowledge Seamlessly!无缝获取所有知识！

Bloomfire offers a range of tools to capture, share, and improve knowledge in your organization.Bloomfire 提供了一系列工具来获取、分享和改善您组织中的知识。

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About the Author

Betsy Anderson

Betsy leads the customer success and implementation teams at Bloomfire and is a Certified Knowledge Manager (CKM) from KM Institute. Passionate about the people side of knowledge engagement and knowledge sharing, she brings real-world experience in tackling the challenges companies face with knowledge management.