1. EXPLAIN WHY
Busy employees will naturally resist change unless there is a compelling reason to embrace it. By clearly explaining the reasons for the change, you’ll go a long way toward gaining their buy-in.
Don’t use high level corporate speak or industry buzzwords – anything that comes across as insincere or BS#ing will turn people off. Be honest and consistent in your message!
2. ASSEMBLE YOUR CHANGE MANAGEMENT WARRIORS
Building a change management team with clearly defined roles is imperative to effectively and efficiently implementing your change. Whether this is done in a more informal manner or via a traditional project management process, it’s critical to get the right people involved.
3. COMMUNICATE EARLY AND OFTEN
During an EDRMS implementation, generally the whole organisation can be impacted, either directly through the technology or indirectly through changes in processes.
So be sure you are communicating clearly and abundantly to all stakeholders involved in the change, throughout its lifecycle.
4. PLAN FOR TRAINING
Part of dealing with a major change is overcoming the perceived aggravation involved. The thought of trying to learn a new system is inherently fraught with pain, and with good reason. We’ve all lived through attempts to use different applications, and struggled to figure out how they work. Answers aren’t always easy to come by, so productivity often takes a dive. It can be a very frustrating experience.
The best way to overcome this pain is through training, which can reduce the fear of change and turn an exasperating experience into a pleasant one.
But the training must be done right. A quick and dirty dump of “how to”, while initially “easier,” isn’t going to pay off in the long run. People learn through repetition, so the most effective training programs are done over time, in a series of sessions.
If you do nothing else in planning your training, make sure you let users get into the system and play with it themselves. No amount of reading a manual or looking at a PowerPoint presentation can take the place of a hands-on experience.
5. THE VENDOR MATTERS
Let’s face it, the vendor you select can make-or-break the success of your implementation. So, select well. The partnership with the vendor will need to have trust both ways, so make sure you are both working towards the same goals and at the same speed. Clear and open communication is key to this.
Dealing with change is never easy for people. That’s why if you are looking to introduce a new application to your organisation, managing change effectively from the start is critical.
FYB have a team of experienced change managers that can assist and guide you through your next implementation.