You’ve selected a new HR technology system for your organization and now, a critical time begins. You need to effectively prepare your company to adopt and use this new technology – otherwise, you will not see the highest return on your investment. A conscientious and empathetic approach to change management can help your organization maximize success as you move to a new HR technology system.
Here are four change management tips to embrace:
1. Encourage questions
When communicating that your organization will be implementing new HR technology, as Inc. magazine recommends, avoid having your first message be “Here’s what’s happening, and here’s what you should think about it.” This approach will only make employees feel defensive. Instead, share that a new technology platform has been selected and that you understand that people will have questions. Emphasize that you are open to hearing questions, ideas and concerns. This sets the stage for an inclusive environment that is much more conducive to effective use of the technology down the road.
2. Give employees a voice
It’s not enough to say that you want to hear questions – you have to demonstrate it. This is best accomplished by holding Q&A sessions, workshops and seminars that give employees both within and outside of HR the chance to express their concerns and opinions. Don’t manage by email – have in-person events that show a commitment to managing change effectively. For remote workers, webinars and live-streamed seminars can be very effective.
“It’s not enough to say that you want to hear questions – you have to demonstrate it.”
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 solely on the new systems and processes they’re going to need to learn. To avoid this anxiety, be sure to clearly and directly communicate how the new system supports the organization’s larger goals and values. As the Harvard Business Review notes, many organizations adopt innovative new technologies without the necessary elements of humanization that should go along with it – so make efforts to establish the “overarching sense of purpose” that the new technology supports.
4. Address ‘what’s in it for them’
To maximize end user adoption, you must also effectively communicate what’s in it for employees on an individual level. People want to know how this new technology is going to make their jobs easier. You want to build a sense of “authentic motivation” among all stakeholders, as HR Lab advises.
To do this most effectively, customize your communications to your various audiences. For HR staff members, for example, highlight how the new technology will reduce administrative burdens to free up time for strategic initiatives. To non-HR employees, emphasize how it will empower them with self-service tools that will enable them to more easily view their benefits, PTO balances, compensation information and much more.
Taking a conscientious approach to change management sets your organization up for success. And it helps if you’ve paired with a solution provider that’s concerned about effective adoption, too.