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For many users, new technology is exciting and inviting.  When a new is implemented at work the result is productivity – getting more things done … and things done much faster than the old system allowed.  However, other users are skeptical about digital transformation.  For these employees, the old system worked well, and the new system brings confusion, anxiety, and frustration.  The rate of a person’s or group’s progress in gaining experience or new skills is usually slow.  Training seminars, flowcharts, organizational charts, implementation charts, manuals, memorandums, etc. seems endless and time-consuming.  All employees need to understand how new systems will benefit them and their respective jobs. The pace of technological advances in the workplace is often slow because of several factors, including budget and many people do not want to have their routines disrupted.   Managers and training personnel need to get employees comfortable crossing the bridge to technological improvement.  It is important to understand how to implement a new system in the workplace.


Keep employees updated on possible technological changes – this means from the exploratory point up to the final launch date.  Outline the benefits and how the implementation of a new system will impact each employee and the overall productivity of the business.


The rate of familiarity and interest in technology varies greatly.  Whether an individual is an auditory, visual, or a kinesthetic learner, we all absorb information differently. Modify training sessions to accommodate different types of learners by providing a range of learning styles and materials.  Present options such as documents, live training, interactive social media tools, and videos that will be offered during the training phase.  Inform employees that one-on-one training will be available for those that require that extra bit of personal assistance.


Negative thoughts can spread like wildfire.  Enlist the help of several helps of employees at each level of the business to voice their support.  Have these internal supporters clearly demonstrate the advantages and outcomes of a new system which will inevitably be a solution of many to many of their everyday problems.


Motivate and engage workers by offering compensation, perks, recognition, or the ability to modernize faster.  Be creative and offer employee incentives for learning and implementing new system, i.e. points (which might be used for tickets to entertainment or local sporting events), gain financial incentive (such as gift cards) or paid time off (such as an additional hour or lunch, or sleep late/leave work early work days), or achieve new levels of “status” (for example: “No. 1 Employee/Learner with 25 Years on the Job”).

Keep in mind that change is difficult … keeping every abreast of the implementation and onboard with the change is crucial to the business transformation.  Remember, there are younger people who have grown up with the technology, as well as older members who are less comfortable with new technology.  Be emphatic and constantly remind employees and answer their questions concerning “How they will be affected” and “How will it change the way they work.”  Much success!