What are the common HRIS change resistance factors and how to overcome them?

People may resist HRIS change due to factors such as fear of the unknown, lack of understanding, concerns about job security, or a perceived disruption in established workflows. Resistance can also stem from a comfort with existing systems and reluctance to embrace new technologies!!!

Resistance to change is expected when an organisation decides to introduce a new HRIS. There is the fear of unfamiliarity of a new system and concerns relating to competency level within a new technology. Where there has been lack of training and support during the transition to a new system, employees may feel frustrated and resist change. Employers can however reduce resistance to change through effective communication. Consulting with keys stakeholders and SME allows employers understand the current system within the company and identify gaps required within the new HRIS. Providing training and support will also boost employees confidence and increase their competency level which will in turn reduce resistance to change.

Comunicación fluida y constante con todos los grupos de interés, planificación minuciosa del proyecto de implementación del nuevo HRIS e identificación de los posibles riesgos que puedan emerger. ?? Las personas necesitan entender a qué se debe el cambio y cuáles son los beneficios que traerá consigo. ? Hacerlas partícipes es imprescindible. ?? Crear un equipo transversal, identificar y asignar correctamente las tareas y realizar un seguimiento semanal del progreso. ? Tenemos que lograr entre todos que la adopción tecnológica sea lo sencilla posible. ?? En todo proyecto surgen imprevistos (integraciones, conversión de data, adaptación procesos, uso HRIS usuarios, etc). ? Trabajemos para anticiparlos y mitigarlos.

I make the users participate in the process as part of pilot programs before taking any process live having their input and sign off has always been a positive step especially when their input has been implemented in the process.

People are worried that a new S/W tool might be difficult to handle and trigger some changes in their ways of working. This is sometimes true, but not always. And usually, the change will bring some positive evolutions. So there is a need to debunk the idea that the change will have a negative impact by bringing some facts. This is the recurring dilemma of some employee perception versus reality. This can be addressed by communicating appropriately and making sure that people are involved in the project as early as possible. That way, you give them a chance to voice their opinion and be part of the change.

Assess change readiness by conducting surveys, interviews, or focus groups to gauge employees' attitudes, concerns, and familiarity with the upcoming HRIS changes. Evaluate existing skills, communication channels, and organizational culture to identify areas that may impact readiness!!!

The support and input of all level of management is imperative because they are on the front line on any process and generally are the ones who will hear both the negative and positive and be able to address any concerns and forward recommendations of weaknesses to upper management.

CINCO etapas clave tras el kick off: ?? Implementación: Configuración funcionalidades según requerimientos analizados previamenre (áreas de mejora identificadas antes cambio HRIS). ?? Testeo configuración: Previo lanzamiento HRIS es imprescindible hacer pruebas para asegurar que procesos y workflows funcionan según deseado. ?? Formación: Por grupos de roles (admin, managers, usuarios) capacitación de la nueva forma de trabajar en cada funcionalidad. ?? Go Live: El nuevo HRIS, listo para usarse. Hito clave a incluir en la estrategia de comunicación. ?? Acompa?amiento: Para asegurar la adopción tecnológica del nuevo SaaS se necesita un periodo de seguimiento.

Develop a comprehensive change management plan that includes clear communication, training programs, and a phased implementation approach. Involve key stakeholders early in the planning process, and provide resources and support to ease the transition. !!

I believe that the only way to implement changes successfully is to provide people with answers to the "Why?" question. Specifically, with examples, of why they should start using a new system and what benefits it will bring them. It's also advisable to use communication tools tailored to the main characteristics of the audience. This is precisely why preparing for implementing changes is a complex process, and it's better to prepare for it in advance.

Don't underestimate the change impact that a new system will have on your business. There will be things people love, but often some changes that people didn't expect. Early planning to identify these potential challenges is key and putting together a change and comms plan early will help. Prepare people for change. Be very clear from the outset of why you are getting a new system, with clear objectives. Depending on the size of your business you may want a separate change team to oversee comms and help embed change into the business via early people engagement.

Incorporar al equipo de proyecto una persona de Comunicación/MKT e invertir desde el inicio los recursos necesarios para la estrategia de comunicación. ?? La comunicación ha de ser fluida, transparente y constante para que todos los stakeholders se sientan partícipes del proyecto, lo que posteriormente facilitará la adopción tecnológica. ?? Asignar la responsabilidad de las tareas de comunicación a este miembro del equipo permitirá que aporte todo su know-how, seleccionando los canales, formato y contenidos idóneos para cada una de las comunicaciones planificadas en el roadmap del proyecto. ?? Construir equipos transversales nos acercará al éxito. Evitemos hacer nosotros mismos todo y apoyémonos en la mejor persona para cada tarea.

Communicate HRIS change transparently and consistently. Clearly articulate the reasons behind the change, the benefits it brings, and the support available. Utilize various communication channels, such as town hall meetings, emails, and training sessions, to reach different audiences!!

We started communicating early in the implementation to make the staff aware of the changes coming. We also gave all of the staff access to a training environment in the HRIS so they could become familiar with it.

Have a comms plan running alongside your project plan and start communicating with employees early. Consider in advance what the challenges around change are going to be for your business, what impact is the new system going to have? Two way communication is key, getting people involved helps with engagement and this in turn helps to manage the change process which a new system brings.

Education and Training: Offer training programs to enhance employees' understanding and proficiency with the new HRIS. Address concerns by providing resources that explain the benefits and functionalities of the system. Involvement and Collaboration: Involve employees in the decision-making process and encourage collaboration. Seek input, address concerns, and incorporate user feedback during the planning and implementation phases. Change Champions: Identify and empower change champions within the organization. These individuals can advocate for the HRIS change, share positive experiences, and provide peer support to colleagues.!!

Rodéate de personas clave en la compa?ía que sean verdaderos agentes del cambio y asegura que la Dirección está involucrada al 100% en el proyecto. ?? Entiende y conoce antes de actuar: Impulsa dinámicas grupales donde hacer partícipes a personas con distintos roles (Dirección, Managers, Miembros de los equipos). Te ayudará a: - Poner el común las diferentes perspectivas sobre el cambio (motivos, beneficios, miedos, etc). - Fomentar la empatía entre participantes ("ponerse los zapatos del otro"). - Generar ideas y estrategias innovadoras para abordar la posible resistencia al cambio. El éxito del cambio de HRIS depende en gran medida de que las personas lo acepten. Invirtamos tiempo y recursos para lograrlo. Marcaremos la diferencia.

There is often some resistance to change when new systems are introduced. It takes time for people to adapt. Remain focused on the scope and what the objectives for the project were, but listen to people and offer reassurances, communication is key! Ensure a training plan is in place and people are supported at Go Live, so they develop any new skills they need. Be prepared and expect some resistance to change, thinking about potential challenges in advance can help you manage change more effectively. Recognise that people are going through a change curve and it will take time to settle, but it will!

Manage expectations and be honest. It is always a bumpy ride! Yes it is a lot of work setting it up, yes there will be mistakes in the beginning but hell yes it is so much better once it works! People are ok to do the work if they don’t feel fooled by (false) promises

Celebrating Successes: Recognize and celebrate milestones and successes during the HRIS implementation. Positive reinforcement reinforces the benefits of the change. Continuous Feedback Loop: Establish a feedback mechanism to continuously gather input from users. Use feedback to make refinements, address issues promptly, and demonstrate a commitment to continuous improvement!!