The Power of Personal Change Management
Because it has the power to unify scattered and inefficient processes inside a single platform, deploying Workday can be a transformative experience for any organization.
But there’s a catch: Simply going live on time isn’t a guarantee that employees will automatically adopt your new solution and successfully leverage its capabilities. Like any other tool, it needs informed users in order to do what it was made to do.
That’s why no deployment is complete without an effective change management plan.
What Is Change Management?
To put it simply, change management is about managing change—any change, but especially big changes, like moving from a legacy HRIS to Workday.
Through effective change management, the goal is to make major changes like these easier by addressing concerns, setting expectations and equipping users with the resources and expertise they need to adopt your new solution.
Unfortunately, employee size is often the primary factor in determining what a company’s change management plan should look like.
But while there’s no question that employee size is important, what about the fact that every organization has its own personality and culture, based strongly on its leadership, its employees and the industry it belongs to?
For change management to be truly effective, it has to be personal. And that means it has to go beyond mere metrics—the size of the organization—to take these other factors into account.
Personal Change Management Has the Power to Transform Organizations
Providing personal change management means spending time with stakeholders at all levels to understand not only what an organization needs but also what concerns its employees have, and to discover any critical gaps in leadership or in existing processes.
Because all of these things can impact an organization’s adoption efforts, identifying them and incorporating them in the early stages of the change management process has the power to do more than just lead to greater user adoption. Through this process, organizations have an opportunity to address problems that may have been under the surface since well before adopting Workday, improving processes and company culture as a result.
Learn More About Personal Change Management
Completing a Workday implementation on time shouldn’t be the ultimate measure of success—not when user adoption is so important to an organization’s ROI.
That’s why change management should be a component of any Workday deployment or Workday add-on. Before employees can successfully use the tools at their disposal, they have to be equipped to use them, and change management is a big part of that process. But a change management plan based primarily on employee size isn’t personal enough to yield the kind of transformative results that are possible.
To learn more about what personal change management looks like, download our change management white paper.