Even though you have specifically stated that you don't want to propagate all the knowledge to the whole team, I would strongly recommend that. Or at least, avoid having just one person be aware of what's going on on some module.
Perhaps you can try to resemble sub-teams for some area codes. For instance: "Lucas, Laura & John own module X; Florian and Julia own module Z, etc.". The more people share knowledge, the better. You will see soon a boost in quality. Moreover, you can assign a single point of contact for each sub-team to smooth communications (however, don't let him be the "boss"... they all should see themselves as peers, and feel this way; rotate this role weekly if you need to).
If this is not possible, at least try to form pairs. So, if someone leaves or gets sick, you'll always have a "backup".
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尽管您明确表示您不想将所有知识传播给整个团队，但我还是强烈建议您这样做。
或者至少，避免只有一个人知道某个模块上发生了什么。
也许您可以尝试为某些区号建立类似的子团队。例如：
“卢卡斯、劳拉和约翰拥有模块 X；弗洛里安和朱莉娅拥有模块 Z，等等”。
分享知识的人越多越好。您很快就会看到质量的提升。
此外，你可以为每个子团队分配一个单一的联系人，以确保沟通顺畅（但是，不要让他成为“老板”......他们都应该将自己视为同伴，并有这样的感觉；轮换这个角色如果需要的话每周一次）。
如果不可能，至少尝试结对。因此，如果有人离开或生病，您将永远有一个“备份”。
Even though you have specifically stated that you don't want to propagate all the knowledge to the whole team, I would strongly recommend that.
Or at least, avoid having just one person be aware of what's going on on some module.
Perhaps you can try to resemble sub-teams for some area codes. For instance:
"Lucas, Laura & John own module X; Florian and Julia own module Z, etc.".
The more people share knowledge, the better. You will see soon a boost in quality.
Moreover, you can assign a single point of contact for each sub-team to smooth communications (however, don't let him be the "boss"... they all should see themselves as peers, and feel this way; rotate this role weekly if you need to).
If this is not possible, at least try to form pairs. So, if someone leaves or gets sick, you'll always have a "backup".