Investing in technology is high on the agenda in every boardroom, due to the increased need to improve security, address the regulatory pressures of GDPR, and create flexibility for an ever-changing workforce.
Every day ransomware, impersonation attacks and phishing are reported in the news, so businesses are taking on large projects to update their IT infrastructure to protect their data and clients.
Board level decision makers leading these projects will embrace change that will ensure the future of the business and want to share in this enthusiasm with their teams, but regularly these positive changes are met with resistance when new technology is implemented. Resistance can make a project stressful for all involved but can be easily avoided by involving all end users before roll-out gets underway.
Change management is the key for any internal sponsor of a project and time investment in this should not be underestimated. Below we share our tips on securing buy-in from your team to ensure success when introducing new and improved technology and processes:
Involve your team
Get people involved before the change process is underway and send positive messages about the upcoming project. Internal “discovery” exercises can be invaluable as you will get an in-depth understanding of how people work, what they use regularly and what is most important to them
Offer the “Why”
Explain how the change will benefit the end users, don’t focus on just the business benefits. Talk openly about any process changes that may be needed early on to prepare people and give them the opportunity to absorb this information
Find one of more users in the business who embrace change and hold the esteem of their colleagues. Get this group to be the early adopters as they will be the ones to bring the rest of the team on board, they can stress test the systems and offer insight on the user experience
Keep everyone in the loop, whether you use bulletin boards, internal communication tools, or weekly meetings. Updates make people feel part of the change and gives them a sense of empowerment. When communicating think about the different learning styles of those in the team, offer discussions, presentations and demonstrations. Encourage questions throughout as this creates engagement
Empathise, don’t sympathise
You want to be reassuring to those who are struggling with change and understand any difficulties they are having, but you want to avoid agreeing with how they feel and keep your message upbeat
A one-off session on using a new system isn’t enough for some people. Training should be regular for the first four weeks. An initial session can be led by your IT partner, but should be taken over by your internal advocates
Interested in upgrading your infrastructure? Meet with us to explore what systems your business would benefit from.