High-tech tools only work if people use them. Here’s how to get your workers on board.
After months of research, study, conversations, and number-crunching, you’ve purchased a cutting-edge HR technology system. It’s like a sleek new car, and your excitement is palpable. But as cutting-edge as the system is, it’s not going to implement itself; and if your team doesn’t use it, it’s like having that beautiful new car and no driver’s license. Whether the technology is designed for managing time and attendance, payroll, expense processing, job candidate assessment, and/or performance management, these five steps can help encourage faster HR technology adoption.
- Involve employees. This should happen before the technology is even purchased. However, at any rate, it is important to find out what workers don’t like about the old technology and help them see how the new system will resolve those issues. One common complaint from workers about technology is that if it isn’t integrated into their workflows, it takes more time and effort; so help employees see how the new system will save them time and trouble. Elsewhere, one study of 12,000 workers internationally found that people were motivated to use technology to help them advance their careers, satisfy their curiosity about the promise of better efficiency and teamwork, and make their work easier to do. It will be useful to address all of these issues in training and tech-related communications.
- Choose the right products. Makes sure that the technology is user-friendly and intuitive. This makes adoption easier and more natural. Make sure up front that your vendor will be there to support you and make changes or adjustments that are necessary as the system gets up and running. Workers are more likely to embrace technology if they know that their concerns and issues will be heard and addressed over time.
- Sell the benefits. It will be easier to “sell” the new technology to your employees if HR supports a culture that embraces change management. One study suggested that when you do this, you are 10 times more likely to be viewed by leadership as contributing strategic value to the organization. Elsewhere, consider using “design thinking,” which studies how workers perform their jobs and employs those observations in ensuring that technology fits within the flow of work.
- Make adoption fun and interesting. Integrate contests and games into training. Elsewhere, have special foods and treats at training programs, and keep the sessions brief to avoid frustration and fatigue. For maximum learning and retention, make training interactive; have employees suggest sample problems or situations and walk through the resolution to those in real time.
- Share success stories. Invite workers to share their technology success stories with others via social media or company newsletters; and give them a gift card and a “shout out” for sharing. Set goals for training, and hold celebrations when those aims are met. Have employees who are fast learners and tech savvy mentor colleagues who are having trouble adjusting to the new system.
When you get and keep everyone on board in a positive way, technology enables a smooth ride that everyone ultimately will benefit from and enjoy.
