The significant changes in the economy and especially technology advancement urged organizations to prioritize organizational change management. You put in place training programs to accomplish training for your employees to use new technology or new processes that will take place soon. However, the challenge is your employees’ fear of change or training that doesn’t stick as employees are not engaged in tailoring change.

  • To have successful change management first step is to have open communication about the need for change.

  • Engaging your employees in the planning process and ensuring participation and engagement with their management support will guarantee a successful transition.

  • Make them part of your vision and share the results.

  • Create a new approach if the one you are using is not giving you the results you are looking for, especially when employing today’s most impactful training methods.

High-performance companies are abandoning traditional learning methods in favor of solutions that engage talent and improve performance. They include mobile and social as critical considerations in their learning technology evaluation and selection. Here are action steps you could use:

  • Purchase online learning tools and systems, mobile learning, and support learning tools and resources to support your training initiatives.
  • Create awareness of the need for change and the shift’s value through the entire training process, from the first stages of system implementation through post-roll-out, when new workflows are established.
  • Explain why the new system is being introduced and what are the organizational goals.
  • What are the advantages, and when will they be seen or experienced by employees?

The changes and processes are moving from manual to automatic. For example, or employees will have access to the system from any device.

  • What effect will the changes have on individuals, teams, and departments, and how will they impact their daily workflow and communications?
  • What steps must be taken to transition and what will employees be expected to do.
  • Commit to Creating a Connection to Culture Implementing a new system is a powerful opportunity to strengthen your organizational culture.
  • The adoption of new technology says something to employees about your company’s values and how you handle the rollout. It speaks to how you plan to meet business goals in the future—and how employees are vital to driving results.
  • Seek input from employees and managers at all levels while creating messages to address specific questions about your organization’s need for change and generate enthusiasm for the solution.
  • Start with a pilot project to maintain the risk.
  • If you are a mid-manager, get leadership commitment and support, so it’s clear to employees that they stand behind the new system and view it as an essential part of company growth, extend their effort, and progress.
  • Define Success Metrics While designing your communications plan and training materials, decide how you will measure and measure; to determine if both the new system and your training are effective.
  • Have employees have adopted it?
  • Do they like it?
  • Are business goals being met?
  • You can start with individual employee metrics and move to overall workforce performance metrics such as process time-savings.
  • Plan to uncover areas needing improvement, such as training gaps that need to fill with additional resources.
  • Set the employee feedback wheels in motion by making it easy for them to share their thoughts so you can address their needs quickly.
  • Customize, Embed, and Update Training Content With systems training, it’s often forgotten that this content is based only on standard features and workflows, not your organization’s unique workflows.

 To ensure training is effective, at a minimum, identify the critical business processes users use day in, day out, and ensure that the training content is customized and embedded in the employees’ workflows, so it’s available when they need it most.

  • Strike for the right balance requires understanding your employee base and their current technology proficiency levels.
  • Tell employees what’s in it for them; in a fun and engaging way, while weaving in messages about why the change is being made and the benefits, they’re soon to experience.
  • Keep it focused on what they need to know about the features they’re going to use.
  • Brand it so the “look and feel” reflect your organization’s voice, and employees will identify with the content when it aligns and strengthens your corporate culture.
  • Ensure that training content is customized and embedded in the employees’ workflows, so it’s available when they need it most.
  • Is it realistic to take employees away from their desks for traditional classroom-style training in today’s dynamic work environment?
  • Take a blended learning approach, using different communications channels and training delivery methods that appeal to a wide range of employee learning preferences.
  • Incorporate on-demand, learn-at-their-own-pace resources that support employees as they start using your system.
  • Consider extending your training budget to take advantage of new technologies like video and mobile.
  • Deliver targeted bursts of content appropriate for adult learners who value relevancy and minimal work disruption.

The journey of change management, adaption, and excelling never ends. That is why it is essential to find your sweet spot, and be aware, so you don’t overextend your business. 

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