Change Management Issues and Tips on Avoiding Them
Nobody said change was easy. If they did, they were most likely trying to sell you a self-help book. In the HR industry, organizational change management has become a vital part of the implementation process. However, it is more likely to fail than succeed. Statistics reveal that only 25% of change projects show sustained gains. With so much at stake, why is it that so few projects find success? Very often budgetary concerns push aside the plan to hire an outside team to manage the project, which makes a certain amount of business sense. Many tasks can be facilitated by a dedicated internal team. But you should also consider the benefits of having a team of product specialists in your corner.
The Root Causes of a Failure to Launch
When introducing new technology such as SAP Time and Attendance by WorkForce Software, many stakeholders need to be involved in order to build a high-functioning solution. HR managers are tasked with getting buy-in at every level of the company, from the C-class to the end user. Delays to the project timeline can postpone go live and increase costs. If adoption fails to catch on, the technology won’t reach its full potential. Then, company morale begins to falter, putting in jeopardy future technology purchases.
Change Management: Kotter-style
In this simple breakdown made famous by John Kotter, you can see change management broken down into eight components. Keep in mind that when applied to a WorkForce Software implementation, additions need to be made to accommodate the specific requirements of a technology project. Training and adoption are key pieces to the change journey when sophisticated technology is involved. In the very least, you’ll see the preliminary steps to the process.
Change in Relation to HCM Solutions
There are steps in the implementation and change process that are specific to a WorkForce Software solution. For example, you need to establish the specific business requirements to enable the functionality of the end product. Many issues need to be resolved early on in the project. For example, ensuring clean and usable data. Many of the roadblocks that we’ve seen as consultants stem more from organizational change management insufficiency than from the technology. For example, HCM solutions require many stakeholders to come to agreements, to determine the correct configuration of the solution. Internal teams need to communicate with the implementation team on an ongoing basis. These are the various pitfalls that affect the project.
For a deeper look at this topic, download our short guide entitled “5 Things to Consider Before Your Change Management Project.” While it might not serve as a self-help manual for your personal life, it paves the way for improving the lifecycle of your implementation project. Then talk to us to learn how you can leverage our team of product experts to simultaneously guide your implementation project and coordinate your change management.