Many organizations have developed knowledge sharing programs, such as mentoring, and knowledge transfer from retired employees, in order to articulate and maintain valuable knowledge. Knowledge sharing leads to the spreading of innovative ideas and best practices. It consists of two important processes: knowledge contribution and knowledge reception. However, knowledge reception can be failed with several reasons. This research metaphorically terms the factors obstructing knowledge reception as the virtual earplug. The research tried to identify the earplug, and studies how to turn them to be the potential factors for successful reception. In fact, these factors can originate from recipients themselves and the surrounding environment. While knowledge holders determine further advantages they will receive from the sharing of knowledge, such as monetary reward or reputation, advanced benefits may not be the major rationale for the reception. Researchers utilized the focus group (FG) methodology by engaging workers who had experience as knowledge recipients in their organizations. The FGs revealed possible factors causing people to believe or ignore incoming knowledge. The factors can be categorized into four groups based on the originator of the factors, which are, recipients themselves, senders, knowledge, and environmental factors. The recipients themselves can engender successful reception through factors such as their capacity to absorb the incoming knowledge, or their attitude towards senders. Senders' readiness and characteristics are also important. This research also suggested solutions that develop or enhance the effective reception environment in an organization. Management support is a crucial success factor. The support consists of 1) nurturing of collaborative culture in an organization, 2) provision of useful tools, spaces and infrastructure, 3) provision of adequate training for employees, and 4) provision of practice session.