The Psychology of Great Software Implementations [Infographic]

“A business solution is composed of people, business processes, and technology. People are the most important component of a business solution.”

– Brett Beaubouef, The ERP Implementation Manifesto

So you’ve decided to take your business to the next level by implementing an operations management software. Congratulations! Improved efficiency, productivity, happy customers and healthy returns await you! But before that can happen, your new, enterprise system needs to be successfully implemented, onboarded and adopted into your business.

You likely have ambitious goals and expectations for the new system, but how well you bring your people on board can determine whether you will meet those goals, and how quickly that will happen. Your involvement and commitment to this process are crucial for its success, and the more engaged you and your team are, the smoother the transition process will be. Below, we’ll outline a framework, based on organizational psychology theory, to help your team adapt to the new system, and outline some ways you can optimize your implementation while minimizing the resistance inherent in upsetting the status quo. 

Unfreeze

Successful change needs to start with an evaluation of the attitudes of the people in your company who will be impacted by the adoption of this new technology. By speaking to them and getting a gauge of their feelings, you will accomplish two important goals:

1. You will have a clear understanding of your team’s fears and anxieties, which will allow you to strategize about how to overcome them.

2. You have begun the change process with open and honest communication, making your team will feel considered and included. Don’t underestimate the thrust and momentum this early support will give you! 

Change

It’s time to take the information you gathered in the Unfreezing stage and create a strategy to overcome some of your team’s fears before they start to actively resist the change. As the new system is implemented, there will likely be some confusion and mistakes that will happen. It’s make-or-break time, so don’t let people get discouraged!

Pro Tip: Almost all resistance to change is rooted in the perceived risk of loss and the difficulty of changing habits.

In any change, transparent and continued communication is key. Speak in clear terms about how the new system will be used, and how it will and will not change the way that people work on a daily basis. It’s human nature to feel a sense of loss as the status quo is changed, but by emphasizing the positive impact of the software for both the company and individuals, you can start to overcome the natural resistance that arises in the change process.

Refreeze

The new system is operational, and things are running smoothly, or so you think! But it doesn’t take much for old habits to creep back in and for the process to backslide into failure. It’s time to maintain and reinforce the change to solidify it and embed it into the fabric of your company. You can do this by recognizing the best adopters and continuing to emphasize the importance and benefits There’s a new status quo in town, and it makes the old way of doing things look old and out-dated! Don’t take your foot off of the gas pedal, and ensure that the new system is supported and problems are dealt with quickly.

By understanding the stages of change, you can approach the implementation strategically, get your people on board and overcome resistance to change. But changing the status quo is never easy, and resistance to new work practices can threaten to stall the implementation or derail it completely.

Follow these steps and make sure to stay on the ball as the system is adopted. Complacency is the enemy of progress, and your vigilance can make the difference between failure and success.