WHY CHANGE MANAGEMENT?
When planning a major initiative, it can be tempting to leave Adoption & Change Management off the table, or to create a communications and training schedule and call it change management. The project team and leadership get concerned that involving too many people will slow down the project, randomize users and increase scope.
It’s also assumed that users will want to or at least be capable of adopting the new process or tool with a limited time investment.
While these tendencies are understandable, there’s ample evidence to show that skipping change management actually increases the risk of project failure. (Cost-Benefit Analysis of Change Management (prosci.com)
Before starting any major initiative: deployment, migration, or upgrade, start with your Governance Plan. Projects can kick off and run smoothly for weeks or months until unspoken configuration options need to be discussed and decisions made. Security risks need to be addressed. End user experiences may be looking less than ideal. Nobody knows who’s responsible for what... Cue the major project delays.
Onboarding employees and contractors typically involves several teams and team members. Operations or IT must create user accounts and grant access to the proper tools and sites, managers need to send welcome emails and set up meetings, Marketing will create a new bio and maybe even post an announcement to social media. The list of tasks is lengthy and varies depending on the role, employee type, and location.
It is more important now than ever to have a solid onboarding process as many employees are joining organizations while working from home. The first days of employment for a new hire leave an impression; the efficiency and attention to detail of the process affects how welcome they feel and how organized they perceive their new employer to be.
Let’s look at the pain points of onboarding, a possible solution, and the impact this solution can have on your organization’s productivity.
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