Imagine that you have selected a new HR technology system: Now comes the hard part –effectively preparing your company to adopt and use this platform. Otherwise, you won’t see the highest possible return on your investment. A conscientious and empathetic approach to an effective change management plan can help maximize success as the company transitions to a new HR platform.

Here are several critical organizational change management tips for your firm to embrace:

1. Encourage questions

According to Inc. magazine, when letting the company know you will be implementing new HR technology, it’s best to avoid saying, “Here’s what’s going on; this is what you should think about it.” This approach will most likely put employees on the defensive. That, in turn, can drive them to be less receptive to any change, no matter how much it makes sense.

Instead, let everyone know the company has selected a new technology platform for HR operations – and tell them you understand many of them will have questions. Emphasize that you are open to any and all ideas and concerns.

2. Give employees a voice

It’s not enough to say that you want to hear questions – you have to facilitate it. When it comes to addressing questions about a new HR software solution, consider holding Q&A sessions, workshops and seminars that give employees both inside and outside of HR the chance to express their concerns and opinions.

Don’t rely on email for employees to ask questions and supply their feedback. In-person events will demonstrate a commitment to managing change effectively. If you have remote workers,  you can still add a human element to their communication experience. Webinars and live-streamed seminars can be very effective and help your off-site employees feel connected to the whole team.

3. Underline a larger sense of purpose

You may understand the strategic benefits of the new HR system you selected, but employees may hear “new technology” and then focus on everything new they’re going to need to learn. For less tech-savvy staff, that can create anxiety and fear. To avoid this, be sure to clearly and directly communicate how the new system will support the organization’s larger goals and values.

Along similar lines, Harvard Business Review points out how some organizations that adopt an innovative new technology may do so without incorporating the necessary elements of humanization that should go along with such a change. This can alienate your employees, which can lead to a drop in employee engagement  – and might even contribute to unnecessary turnover. A better approach is to make an honest effort to establish that the new technology is intended to support increased efficiency, productivity and engagement in employees’ day-to-day work across all segments of the organization.

4. Promote better overall change management

Inc. also noted that it’s important to help shape employees’ overall perspective on change: While workers will – and should – come to their own conclusions, if they understand the inevitability of change and can see its ultimately positive potential the end result will be more positive.

To achieve this objective, try to frame the new HR system as part of the company’s ongoing commitment to provide employees with the tools and technologies to be successful. If other changes have taken place recently or are going on at the same time, use them as supporting evidence. (While you should probably try to avoid enacting a lot of transitions in rapid succession, two simultaneous or successive process changes will probably be fine.)

5. Address ‘what’s in it for them’

To maximize end-user adoption of any new HR platform, you must effectively communicate what benefits employees can experience on an individual day-to-day level. It’s natural that your people want to know how this (or any) new technology is going to make their jobs easier. Meanwhile, you want to motivate all key stakeholders to put the software you’ve invested in to good use, as explained by HR Lab.

To do this most effectively, customize your communications based on the various users of the HR system. For example, when talking with HR team members, highlight how the new technology will reduce administrative burdens, and free up time for them to engage in strategic initiatives. According to HR Technologist, the ability to automate time-consuming admin tasks is massively important to HR professionals. For non-HR employees, emphasize how your new platform empowers them with self-service tools that provide convenient and easy access to view and update their personal information, benefits, PTO balances, compensation information and much more.

A conscientious approach to good change management can certainly set your organization up for success – and it’ll also help if you’re partnered with a solution provider that’s similarly concerned about effective adoption. PeopleStrategy’s bundled solution can help your company transition to more effective HR processes in multiple ways: While our best-in-class software allows for efficient oversight of benefits, onboarding, payroll, scheduling and all other essential HR management processes, we offer expert benefits consulting to help you select comprehensive benefits to attract and retain the best talent  – ensuring all of your HR bases are always covered.

Sources

http://www.inc.com/eric-morgan/5-tips-for-effectively-managing-change.html

http://hbr.org/2016/01/4-things-successful-change-leaders-do-well#comment-section

http://www.hrlab.com/hr-change-management.php

https://www.peoplestrategy.com/service-excellence/

https://offers.peoplestrategy.com/hubfs/PeopleStrategy/Content/Getting%20More%20Value%20from%20Your%20HR%20Tech%20Implementation.pdf

https://www.peoplestrategy.com/4-tips-effective-change-management/

https://www.hrtechnologist.com/articles/digital-transformation/4-ways-workplace-automation-can-help-hr-teams-get-work-done-right/