6 ways to gain end-user technology acceptance for an HCM implementation
Businesses today are moving in droves toward a new way of approaching human capital management. The old method of gathering employee data and stashing it in filing cabinets is long forgotten – we now have fast-paced, high-powered methods of storing and sharing data remotely, thanks to the wonders of cloud computing.
The cloud is rapidly changing the way companies manage their HR data. Every new adopter quickly finds that they can save money and increase productivity simply by relying more on cloud-based strategies. Meanwhile, those who don’t accept the cloud revolution are in danger of being left behind. A study by MIT Sloan Management Review and Capgemini Consulting found that companies who fail to adapt to the cloud risk being driven out of business by the competition.
“The cloud is rapidly changing the way companies manage their HR data.”
In HR, there’s definitely a sense of urgency about moving information into the cloud – talent management leaders know that now is the time to act, so they’re looking to evaluate, select and implement new solutions as quickly as possible.
It’s important to note, however, that the challenge doesn’t end with simply implementing a new cloud tool. The next step is equally important – making sure your employees actually use it. It’s one thing to fantasize about all the new capabilities the cloud can bring to your business, but it’s another altogether to actually get your entire staff on the same page. This can be more difficult than you might expect.
Are you overlooking the value of end-user technology acceptance? It’s time to wake up and face the facts – if you haven’t yet gotten your people to accept the new cloud-based way of doing business, then you’ve got some work to do.
The following are six ways you can get your employees on board.
Be transparent about technology choices
No one likes having a new technology foisted upon them and not understanding why. It’s important to be transparent with your staff, explaining any and all changes in a forthcoming way. People will be more likely to accept a new cloud solution if they know the reasoning behind it.
Show leadership by example
Employees are often willing to embrace new technologies if their managers can demonstrate the benefits for them. Cloud acceptance should begin at the top of the corporate latter and trickle down.
Get the workforce excited
Saying goodbye to your old HCM solution and accepting a new one can be daunting, but it will be less so if managers are able to generate some excitement about the switch. You could even throw an office pizza party to celebrate the change. Try to create some buzz.
Don’t overlook the training process
Employees will be far more comfortable using more solutions if they’re trained properly. If your IT leaders can explain how to use the new cloud solution in great detail, your staff will be more confident and increase productivity as well.
Build consistent tech habits
Eventually, you should try to get your staff to the point where they’re consistently using the cloud for maximum productivity on a daily basis. Work with your employees to develop good habits, and communicate with them regularly about how they can improve.
Conduct a return on investment study after go-live
A few months after go-live, stakeholders should consider doing a ROI analysis to show the success of the implementation. While this may not drastically impact the current implementation, it should help companies get buy-in and adoption in future implementations or as new modules are added.
Learn more about Dayforce HCM, a powerful cloud-based, single human capital management application with one employee record, one user experience and zero interfaces.
Jayson Saba is VP of Strategy and Industry Relations at Ceridian. Prior to Ceridian, Jayson was an analyst at Aberdeen Group’s Human Capital Management practice. As the lead analyst for Core HR, Workforce Management, and Outsourcing, Jayson published over 100 research papers and reports about technology and best practices. Jayson is a frequent contributor to industry and trade magazines including HR Executive, PayTech, HROToday, Workforce Management, Talent Management, CIO and The Economist. He regularly presents at HR conferences and trade shows. Follow him on Twitter @JaysonSaba.