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6 Make-or-Break Tips for Adoption of New HR Tech

cocoon.pngIf gaining new efficiencies through HR tech is in your plan this year, you’re in good company. Nearly 35% of HR leaders say their biggest technology challenge in 2017 will be automating more of their recruitment and HR processes to free up more time, according to a CareerBuilder survey. Integrating a new platform with your HR workflow is more than a technical process, though. Planning for the human element – employees’ willingness to try something new, and their commitment to stick with it during the learning curve – is equally important. How you manage this change can make or break your organization’s success in adopting new technology.

Change Management: How to Drive Success

As a next-gen technology company, Montage has guided hundreds of enterprise clients through implementation of our platform. Here are six tips we’ve found to be essential for successful technology adoption. 

  1. Make time for change management. It’s a simple step, but easily overlooked when you’re moving quickly to get new HR tech in-house and demonstrate results. While much of your focus may be consumed by the technical aspects of a new system, it pays to develop a strong change management plan and build time into your schedule to execute it properly.
  2. Build desire for making the change. Communicating the WHY for moving to new technologies is just as important as communicating about the logistics. Help employees understand how the change will benefit them personally in their daily work to lay the foundation for their interest and buy-in. And, communicate on a regular basis. In busy work environments, it often takes communicating several times through different channels before the message hits home.
  3. Enable employees to adopt. Creating the knowledge that enables teams to make the change is a core component of change management. Employees who will be end users will want to understand how their day-to-day responsibilities will change with new technology, where and when training will be available, and how expectations for their work performance may be adjusted. Having this understanding will help reduce employees’ uncertainty and help build desire to change, too.
  4. Use word-of-mouth. Use the high value word-of-mouth has within an organization to spread your message and generate interest in and support for your software initiative. Identify a few employees who are likely to be excited about adoption and who are well-respected in your company, then treat them to a preview of the new features and benefits. Ask them to help you talk up the technology within their departments or business units.
  5. Don’t forget reinforcement. An important part of any strong change management model is reinforcement of the desired behavior. On average, it takes adults between three weeks and two months before a new behavior becomes more like second nature. Reinforce use of a new platform by holding team challenges or contests around adoption. As employees integrate it into their daily routines, the benefits they gain from using the technology will act as a form of reinforcement, too.
  6. Report regularly. Implementation of new technology often creates a responsibility to report on its use and effectiveness. If reporting is part of your responsibility, think about ways to communicate the good news beyond management to the entire organization. Reporting out during the first few months can help build momentum for widespread, sustained adoption.

Finally, have an in-depth discussion with your technology vendor about their best practices with implementation, and resources they can bring to the table to make your life easier. Today’s new technologies offer some incredible advances for HR, but in the end, the way you handle the human aspect of change will drive achievement of your goals.

Change Management: How to Drive Success

Topics: Recruiting Advice