We’ve all been there. You make the investment and are excited to bring value-add technology – like HR software – to your employees and managers. You’ve been through the nuts and bolts, conducted a thorough evaluation and procurement process, and know the positive impact it will have on your teams. Why then, are adoption rates dragging and there’s a struggle to get your employees excited? Why can’t everyone see how great your new tool is?
Unfortunately, this is an all too familiar scenario for many of us.
The good news? Over the years, I have seen the methods for user preparation and enablement evolve and adapt to meet the needs of today’s users. In this post, I share tips for driving more successful adoption – particularly of HR technology – in your organization. Read on.
Begin with the basics by asking yourself the following questions about your employee-base. Don’t worry about every possible scenario. This will help create the right “package” of enablement materials for the various audiences.
Once you know where to focus your energy, use as many communication tools as possible, including user-generated video (for employees, by employees), to generate some excitement about your new HR software. Email works when it’s not already over-used and messages stand out from the rest. In many cases, it’s not the best option. Instead, try other internal communication tools like SharePoint, Chatter, Google pages, as well as internal portals. Other means of communication to get employees excited include built-in support resources and libraries for self-help.
But what about visual communication? If we take a change-management framework and apply it today, one of the most relevant ways to share information and build capability is video. Video is great for:
No matter what you choose, I cannot stress enough the importance of gathering feedback and then taking action on it. It’s not a failure to change course, use a new tactic, or record a new video. It’s a failure to keep pushing the same method and expecting adoption to improve.