Seeking advice from anyone who has recently implemented a new HR system.
We have recently implemented 'SelectHR' and are finding it hard to get employees on side, and find the right balance of training.
Any advice?
Thanks, Tracey
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Replies
Hi Tracey, we've rolled out a similar system and at times I have felt your pain However, generally the responses have been positive. I think this was helped by pre go-live demo sessions/focus groups and also with the support of "super-users" - at ratio of around 1:20. We spent time providing that group with additional context and training so that they could be advocates for the system and also provide in person support should people need it. Potentially, things have moved on a bit since you posted this (I am a bit late to the discussion!) but shout if you want me to expand any of this or share the fuller story! Duncan
We rolled out a new Learning Management System last year - a bit different I know, but it included very useful tools for managers to be able to monitor their team's progress with their learning plans and identify the training they would need in the future (to enable short and long term planning). It also enabled scheduling of courses and booking.
We also had a huge communications campaign in the lead up to the "new world". Posters in corridors, offices, the canteen and on doors. Briefings for managers in advance. It was all completely new to them and they were worried about it, but we promoted the benefits. A huge display in the canteen for a week or so ahead of the introduction, which also promoted the training sessions.
We ran group training sessions for all staff, and additional 1:1 training for each manager. 2 sided laminated instruction sheets (pictorial) for the key tasks were handed out at the sessions, to be taken away. We carried out training as soon as the system was available for use, not before, so staff could immediately get on the system after their training session.
When we were delivering the training, we told all staff we would be monitoring useage and we gave them an indication of how often we expected them to be accessing the system (at least weekly). That created a bit of a furore. After the roll out take up of the system was very slow. Eventually everyone got used to using it, including doing the e learning on it.
Sadly we don't have it any more due to a change in site ownership.
Hi Tracey
what are the reasons for them not getting on side? I agree with the WIIFM approach, as that helps! but the benefits have to be promoted as a value added benefit. so how much easier it will make the users day when certain detail is needed, the ease of information availability when it is needed, and what the saving in time will do for the users day!
I suppose it depends on the role of the user. where it will be a useful tool for the manager, it could be seen as intrusive 'big brother' approach from the other employees.
we have been trying to get a new PDA system rolled out to our field engineers for a long time. As we have a union culture, this has been challenging. The new tool will help the productivity of the whole business as it is aligned with many functions such as operations, credit control and engineering. however it can also track the location and time of the event! so you can imagine the push back. where we are promoting the tool as a more proffesional and all round benefit, we still have it looking as if it is weighted heavily towards the company (not that it shouldnt be!). our approach with this is to give it a value, personal safety for starters, as if they are working alone then it could be useful to see if there has been no movement for a period of time, and know exactly where to look.
adding benefits like personal email, ability to store data and take photos has been positive, so i guess this is aligned with the WIIFM, with an added whats in it for 'us'. if you can find the key mutual benefits, it may be adopted easier and quicker. the other thing to note is that they will make a mountain out of any possible failings it may have, so best to promote them first and aknowledge where the updates need to be and that without the feedback from the users being critical to its development, it wont improve in its operational usefulness.
best of luck!
Hi Andrew
They are afraid of change, and it is in their nature to question everything, needing black and white answers. Apparently this has always been the case.
I'll have a think about promoting the benefits, we are launching a new appraisal system on Friday, and doing our first training session for managers. Eeek!
Tracey
I would highly recommend you watch
How great leaders inspire action by Simon Sinek....this is a great video and can be linked to the WIIFM and thinking how to approach things to gain buy in and support....it's helped my thinking greatly in terms of managing change....
Hi Tracy,
Forget the fact that it is a HR system - focus on the WIIFM and the benefits it brings.
I assume that this system has been chosen because it
Do the employees care about this if they aren't directly affected? Probably not.....they probably do care though if the process that are affected involve them and it's saving them time or making their jobs effective.
In order to get people engaged and responsiveness they must understand the why and how this will make their lives better in someway....how does this link with the greater vision of HR and how will it help your company grow and develop?
What things are you finding when you say your finding it hard?
Might be worth looking over these articles for some inspiration
Cheers
Hi Mike
I like' WIIFM', hadn't thought of it like that before. I'll definitely take that in to consideration.
Our staff are very analytical so explaining the how, what, why will definitely work.
Finding it hard refers to employees pushing back on any change.
Love the link you posted, extremely useful.
Thank you, Tracey