Go Beyond Training: 5 Tips for Successful Change Management
If people don’t understand what’s in it for them when their employer rolls out a new technology solution, then all the time, energy, and money you’re putting into deploying it won’t pay off.
Dedicate as much time to change management as you do to the technical aspects of any new implementation. What’s at risk if you don’t? You’ll experience low adoption levels, unrealized benefits and overall poor employee engagement and morale.
Here are some tips that go beyond just employee training to get the buy-in you need as you move forward on your digital transformation.
Get to the Heart of Pushback: Fear
How technology affects someone’s day is what matters most. If you can address the fear they have – which may or may not be realistic – you’ll get their buy-in more quickly. A team member may have had a bad experience with an implementation or may misunderstand what’s coming.
To find out what’s holding them back, ask (but not with an impersonal survey). Do a Google search to find out what other companies have experienced. And talk to the “squeakiest wheels” (with respect). If you can convince the “super complainers,” you can convince anyone.
Embrace Testing
Before you implement any new technology, test it out first. You can head off potential issues post-launch by boosting confidence and understanding before launch. Testing can give people who have concerns an idea of what the new solution will be like, and an opportunity to ask questions and provide feedback on the experience.
Don’t Try to Fool Your Team
If something isn’t great, don’t try to convince your team it is. There’s always some aspect of a change that’s not going to be embraced by everyone. That said, the overall result of any technology implementation should be a net positive for your organization. If you don’t own the not-so-good, your team will resist more. Transparency can build trust, a critical part of a successful change management effort.
Develop a Network of Champions
Don’t just rely on top-down communication to get buy-in. Enlist people to champion the change. Make sure your advocates understand what’s at stake and why meaningful and effective communication plays such an important role in the initiative's success.
Stop Frustration at Its Source
Plan to field questions after go-live – there will be a lot of them. You can have super users from the project team on the floor (for folks in the office) to answer questions. You can also create a Microsoft Teams or Slack channel for feedback. You can eliminate potential frustration with the new solution by giving users a place to ask questions as they arise. The input may also come in handy to share with the entire team.
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This blog was written for and first published by MSDynamicsWorld.
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ABOUT JESSICA NOBLE
Jessica Noble, MBA, CCXP is a Management Consultant and C-level advisor. She is passionate about helping leaders with experience and transformation strategy. Jessica is also an international best-selling author of two experience strategy books.
