Implementing, upgrading, or migrating to a new workforce management system is a worthy investment of time and money. The benefits will be evident when you see your business start running more efficiently, employee satisfaction on the upswing, and new data coming in to inform future strategic decisions. However, it’s important to know that you don’t jump from implementation/upgrade/migration to ROI in one fell swoop.
To get the most out of your new or improved workforce management system, you must get your whole team to understand it, embrace it, and, most importantly, to use it. Change comes more easily for some than others, but it’s not effortless for anyone. Fortunately, there’s a process designed to help facilitate change in the workplace—change management.
What is Change Management?
Change Management is a structured approach to transitioning individuals, teams, and organizations from where they are now to where they’ve determined they want to be at a point in the future. Effective change management starts with a compelling change vision and progresses with the support of a solid strategy. In change management, the vision is the destination, and the strategy is the map. And, like on all journeys, roadblocks are possible.
Obstacles to Change.
It’s no secret that 60-70% of organizational transformation efforts fail. The reasons vary, but one of the most significant obstacles to change is employee resistance. In fact, Seventy-two percent of organizations with failed change initiatives point to employee resistance. It makes sense—implementing a significant change is a process that involves every level of the organization, and each team member plays a critical role. The odds of a successful workforce management change lean significantly in your favor if all players are on board.
Another giant change killer is when leaders fail to create a culture of change. Two-thirds of respondents to a 2017 McKinsey survey said they believed the most critical factor in the success of a change initiative was the “degree of ownership and commitment of the organization’s leaders.” For change to work, leaders at the top must first buy into the change and then prepare to support change and innovation at all levels. If you foresee (or already see) that employee resistance or leadership buy-in could wreak havoc on your workforce management system change, it’s a good idea to seek out support.
How Change Management Support Can Help.
At The Workforce Consulting Group, we recognize that user adoption is key to successful workforce management implementation. Our approach to supporting organizations through change management has three phases:1. Prepare for the change.
2. Make a plan to manage the change.
3. Craft a communication strategy that elicits buy-in.
We believe that the best way to overcome obstacles to change is by anticipating the challenges and addressing them before they have a chance to show up.
If you're interested in learning more about Change Management, we've written a Guide to Effective Change Management that dives deep in the key components of managing any change in any business. It's is free to download, just click here!
The Workforce Consulting Group has been a Kronos/UKG partner for nearly ten years. We provide implementation, support, training, and change management services for clients across all industries and pride ourselves on customizing our services to meet each customer’s specific needs. Contact us today to schedule a free change management support consultation.