With respect to the problems Telstra faces in terms of organizational learning, the review strategy should focus on different aspects like the kind of knowledge communication and reflection to be used, the users of knowledge, different requirements related to learning, etc. The lack of knowledge or training should be identified in different levels of employees, and, they should be trained appropriately as per their knowledge requirements. For example, in case of the customer care, the customers should be surveyed to find out their complaints. The repetitive 100 point identification system should be controlled and the IT department should cooperate with the customer support and other services. The security should be set up and decisions should be taken about providing the right to access to specific employees. The existing sources, storage and systems should be implemented in the best possible ways. It should be ensure that the current content is correct, applicable, timely and weeding. The employees have low morale due to the layoffs. They need to be motivated by introduction of rewards, appraisals, etc. Ephemeral experiences like informal writings, such as e-mail and instant messages should be monitored, but not restricted. Most of the commercial efforts of knowledge management at Telstra have included the construction of some form of corporate memory to capture skill, learning to speed to help the organization to remember, to record the rationale for the decision, achievements document or to learn from past failures.