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How to Find Champions For New Software Adoption

You can count on one certainty with software adoption at your company: nobody likes change. But change is necessary to take your business to the next level. Companies must adapt to stay competitive in our modern world.

When an organization rolls out new software, there is usually a good reason for it. But it is often met with pushback from employees who don’t like change. Getting your team to buy in during the process is critical to effective implementation, improving employee engagement, and achieving your goals for the new software. Here’s what you need to know about turning your team into champions.

Finding software that works for your company and employees

If you’re going to fight this battle to overcome people’s fear of change, who’s going to be your champion? What software company should you choose to lead the charge?
Here are three important factors to look for in software adoption that will streamline work processes for your employees:
Improved productivity
Will the software actually save you time and money? The entire point of implementing new technology is to make work easier, more streamlined, and more effective. This should be apparent from the actual user experience with the software to the increased output over time from using more efficient software.
Personnel support
When adopting new software, the company behind it should provide training. That instruction should not only show you how to use the software but also answer any questions the employees may have. It’s up to the software vendor to make the transition as painless as possible.
Technical support

Finally, how much technical support is your software vendor willing to offer? You need a dedicated account manager who can answer all your questions in real time without waiting hours for a specialist.


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Why do employees push back

Let’s face it: If you’ve been using the same software every day for a year or more, starting back at square one with a new piece of software is stressful.

But there are other stressors involved with change. Most employees ask what this means for their upcoming workload. Not only will they be working harder to learn the software, but they are also worrying that the new software will make their job more difficult. In fact, some employees may think this will create more work in the long run because they can’t see the benefits of this change. Clearly communicating the benefits can go a long way in increasing new software adoption.

Some may even wonder if new software threatens job security. Alleviate those fears by explaining the specific benefits new software will provide — both for the company and their individual experiences at work.

3 tips for software adoption and best practices

How exactly, then, do you get your employees on board with this process? Here are three ways to get your employees to buy in:
1. Include your employees in the process
The first point may seem like a no-brainer, but you’d be surprised how many companies skip this one. When picking new software for your company, let your employees be part of the decision-making process. Have several teams of employees representing all departments to help ensure buy-in from your employees. This also means that you should communicate every step of the way with all employees to keep them in the loop.
2. Pick your top team members
When putting together your transition team, you need to look for employees who can handle the demands of the transition and do so with a positive attitude. You don’t want “yes men,” but you also don’t want someone who will try to sabotage the transfer with their negativity.
3. Make a plan

Create a step-by-step plan that lays out all the parts of your execution. This should include who handles each part of the plan. While this is important for implementation, it is also critical for buy-in. Your employees need to know where they are going and how they will get there. This needs to be communicated clearly early on to give the employees a sense of being “kept in the loop.

”Switching software is not a light decision — it’s a significant undertaking that comes with as many risks as it does rewards. Follow the advice in this article, and your employees will be able to see how much change can benefit them in the long run — not only lowering their resistance, but inspiring a new level of enthusiasm for your company.

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