How to maximise the success of your new system
Introducing a new system will require a change in the behaviour and actions of your people. All too often, companies invest in system implementations without adequately considering the impact on employees. This can result in poor uptake, slow adoption and ineffective use of the new system. At PageUp, we describe these as the ‘people risks’ associated with introducing your system.
A well-defined and well-executed Change Management Plan is a key component of your overall success. It will assist to mitigate these people risks and support the widespread and effective use of your new system.
The following guidelines have been developed to assist you in identifying the groups of stakeholders who will be impacted by the implementation of your new PageUp system.
When deciding on who your stakeholder groups are, consider the following:
- Who needs to know about the new system/process?
- Who will be required to actively engage in the change (i.e. the new PageUp system/process)?
- How important is this change for different people across the organisation?
- How great of an impact will the change have on different people across the organisation? i.e.:
- How frequently will they be required to engage in the new system/process?
- What level of detail will they be required to know about the new system/process?
- How much will they be required to change or learn?
- Where are your stakeholders located (i.e. are there geographical differences that impact the way they interact with other parts of the business)?
- Are there any groups that will not be directly involved in the new process but will be able to influence its success of it? (e.g. leadership)
Consider how similar/different the requirements of each stakeholder group will be in terms of the training and the communications they will receive.
Other clients have identified the following types of stakeholder groups when rolling out a Recruitment project as requiring different types of education, communication and support:
- Hiring managers
- HR personnel
- Organisational Leaders
- People who are not directly involved in the recruitment process as an end user but will be involved in its delivery (e.g. learning and development, IT, procurement)
Change management sample documentation
This sample guide will get you started on your business readiness journey and contains items such as but not limited to:
- Roles in change management
- Key elements of successful change management
- Approach to timely and transparent communication to the wider business.