The most difficult part of implementing a new software is employee participation. Many employees will not want to get used to the change of workflow caused by the new software. It’s best to make a plan to determine if you will introduce the software to the entire organization as a whole or if you will break it down by department. I recommend introducing it to the organization then engaging with the software by department to tailor it to the needs of the staff. Once you develop an approach to implement the new software, you will need to set training goals. The training goals should include a deadline to prevent loss in productivity and work flow processes. During the planning process you should also complete a needs assessment to avoid training on parts of the software that are not relevant to your company or team. Overloading the trainees with information they won’t use for work can cause confusion and slow down productivity during the transition.
Implementing the New Software
Once you have a solid plan that includes training, realistic time frames and deadlines and training goals you can begin to implement the new software to staff. You will first want to remind them why the need for new software because most of the staff will be resistant to the change. Many people usually fine with the way things are at work and don’t want to feel like they have more work to do. Once you give them the why you will need to explain the what. What part of my job will this new software affect? They will need an overview on how the software will make thier jobs easier and better once it takes effect.
If possible, give out packets with information that will assist them if they forgot something from the training they can have a point of reference. Finally offer assistance once the employees begin to use the software.