Most business owners understand the crucial role that technology plays in today’s world, but most are unwilling to take the first step forward in transforming their businesses digitally.
This comes as no surprise as some of these businesses have a substantial number of workers that are not tech-savvy and are resistant to the adoption of technology in their daily work.
On top of that, many business owners subscribe to the thinking - If it is not broken, don’t fix it, hence preferring to stick to their old and traditional ways of doing things.
Because of that, many digital transformation projects end up failing because of the resistance faced from the end users (the workforce), and the lack of adoption by the stakeholders.
It is imperative that we discover and overcome the various potential pitfalls when undertaking a digital transformation project - so that the investment in the transformation yields the best returns and provides the greatest possible value to all the stakeholders involved.
What can be done?
Teamwork is important, but the change has to happen from top down
It is important to understand and accept that it is virtually impossible to implement all the changes and the entire system in one go at the same time.
The best way to manage this change process is to create a proper structure - one that clearly spells out which department will be onboarded into the system during each particular timeframe.
This way, it allows the relevant teams or departments to be prepared - not just mentally, but also be able to set aside time to become trained in using the ERP system.
Highlight changes in the workflow to the staff members or positions that are impacted. This would help them understand how their own work processes have changed.
For example, if the claims process has been implemented in the ERP, then the accounting team should know that they no longer need to request that physical receipts or forms be submitted to them and they no longer need to print out the claims approval but instead process all this information in the system.
Having proper documentation on how to use the system after it has been implemented will also go a long way in its adoption. New staff members can then quickly be brought up to speed in using the system when they join the company.
Key users of the system should be trained to become fully proficient at using the various aspects and modules that they are involved in so that they are able to teach other members of their team internally.
At ODES, we facilitate the change management process by providing up to date and detailed documentation and user guides, as well as in-depth hands-on training sessions so that your team can get on board with little to no anxiety about having to adapt to a new piece of technology.
Refresher training can also be arranged for both existing staff and new staff members.
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