Information technology implementations collectively cost organizations billions of dollars per year, yet most of these ventures fail to meet management expectations.
Much of the project success rides on user adoption, therefore an employee change management plan is a critical (and often overlooked) step. By not having a formal change management plan and training program, you are setting the project- as well as your employees- up for failure.
Below are some simple and key items to factor into your change management plan:
Communication: It is important to create appropriate communications channels and clearly relay the need for and benefits of the new system or program with employees. The more they understand why the system is needed and how it will help make their job easier, the more receptive they will be to it.
Engagement: Create an environment that invites input from employees and solicit their suggestions BEFORE and WHILE designing and implementing the new system. This is especially important for those employees who will be using the system on a daily basis, as they will be most impacted and will have a stronger reaction to accept or reject it. Employees need to feel like they are part of the process and have a voice, so give them one.
Training: Set aside time to train your employees how to use the new system before they actually need to use it for day-to-day operations. If the training is rushed, employees will not be comfortable with it and are more likely to become frustrated with it.
Feedback: Create a straightforward, no hassle process for receiving and implementing user feedback and improvement suggestions. Chances are you will need to rework and refine the program/system many times until it begins running smoothly.
Including these items in your change management plan will help employees feel included, informed, engaged and empowered and they will be more likely to welcome the new system and use it as it was intended.
Read more from MIKE2.0: The Open Source Standard for Information Management
