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New Technology Changes: 5 Key Steps for Getting Employee Buy-In

You’re thinking of adopting a new technology to streamline your business process, simplify your operations, and improve your company and its bottom-line. Unfortunately, it is not as simple as implementing the new system and saying “go”. Getting employee buy-in of the new system or process is key in determining the future effect of this great new technology. Software can only be as effective as the people who use it, so if there is no clear plan it is likely the new process will have several hiccups along the way.

Here are 5 Key steps to getting employee buy-in for your new technology changes:

  1. Inform employees ahead of time why it’s important to purchase and implement new software or technology. Let them know how it will impact their day-to-day tasks and how it might alleviate some headaches.
  2. Gather employee feedback pertaining to the current system or process. Have them identify what is working well and what features/capabilities they would like to have or what they need to have. Inquire about other software systems they may have used previously at other jobs.
  3. Training is the most important factor in adopting a new system. Employees will not fully utilize software if they do not understand how it works or all its functions. Companies that invest in training for their software see much higher adoption rates than clients that choose not to train. Identity a few “power” users, those who readily adapt to change and recognize the benefit of the new system. Other employees can go to them for questions and tips or if they need additional training.
  4. Express how important their role is in making this transition a success. Ask them to share new learnings, best practices and lessons learned around the software as well as frustrations, errors and concerns. Bring them together for an open discussion about how it is performing. You want to hear from them – the good and the ugly.
  5. Then listen and adjust. Understand their concerns and grievances, then prioritize and resolve the pain of glitches and bugs as quickly as you would resolve the pain of a customer.

Being open and honest is the best policy when it comes to change – acknowledge that you understand their fears and uncertainties and ease those thoughts by identifying key efficiency gains from the new system. Once employees experience the system having a positive impact on their daily work life, the effects will be long-lasting and worth the effort of winning their support.

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