Organizational change management and planning will be a major factor in the success of implementation projects. Keeping all levels of the organization engaged in the project is a great start, but as changes to day-to-day operations start rolling out having a concrete plan in place will help to speed user adoption, and avoid the spread of misinformation and chaos. Successful change management strategies keep the company’s mission in mind and make it clear to employees how these changes will help the company to meet their goals in order to create a common vision for change. There must be a plan in place to educate employees the specifics of how their day-to-day work will change and rewards that encourage individuals to take ownership of their new roles and responsibilities.
ERP implementations bring about a lot of changes that will substantially affect employees. Success depends upon how effectively you understand and manage the impacts of these changes. To achieve the best results, proactively prepare employees and the organization as a whole prior to the new systems go-live. A good grasp of potential change impacts will guide your communications, training, and leadership alignment activities while minimizing wasted time and effort.
As you can see, organizational change management during ERP implementations deals with both people and processes. By adhering to the considerations outlined above, your business will be better equipped to create lasting organization-wide change by maximizing the value and positive impact of the new system and improved processes.
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