Digital transformation is not just about technology – it’s all about people. You can have the most advanced software in the world, but without the right employees, your investment will be for nothing. So how to do it?
Why do employees often resist change?
Before we get into specific steps, it’s important to understand why people resist change:
- Fear of losing control of their own work
- Fear of new technologies
- Feeling that the current system “works after all”
- Uncertainty about one’s role after change
- Bad experiences from previous “improvements”
Practical implementation plan in 5 steps
1. Start communicating early
What works:
- Communicate openly the reasons for change
- Explain the specific benefits to each department
- Be honest about the challenges and potential initial difficulties
Case study:
When a major logistics customer of ours was implementing invoice processing automation, they started communicating three months before the actual implementation. The accounting staff was actively involved in the design of the new process, resulting in a seamless transition and 90% adoption of the new system in the first month.
2. Identify and engage key personalities
- Find “change ambassadors” in each department
- Involve them in the planning process
- Give them space for feedback and suggestions
- Let them be the first to test the new solution
3. Provide quality training
Proven approach:
- Divide training into smaller, digestible parts
- Combine group and individual training
- Create simple manuals and video tutorials
- Provide support after the main training
Practice tip:
Create a “buddy” system – each less tech-savvy employee was assigned a colleague to help them with the transition to the new system.
4. Start gradually
Implementation best practice:
- Pilot run with a smaller group
- Evaluation of feedback and adjustments
- Gradual expansion to other departments
- Regular evaluation and optimization
5. Provide continuous support
- Create a quick support system for problems
- Collect feedback regularly
- Be ready to modify the system according to users’ needs
- Recognize progress and achievements
The most common mistakes to avoid
1. Implement too quickly
- Don’t try to change everything at once
- Give people time to adapt
2. Lack of communication
- Regularly report on progress
- Explain benefits and address concerns
3. Underestimate training
- Invest in quality training
- Allow for different levels of technical proficiency
4. Ignoring feedback
- Listen to comments
- Be prepared to make adjustments
Measuring success
Track the following key indicators:
- Rate of active use of the new system
- Number of support requests
- Employee satisfaction
- Time savings after implementing changes
A concrete example of a successful transformation
Our customer, a service company, achieved 95% adoption of the new system within the first two months when digitizing service processes. Their key to success:
- 3 months of pre-launch preparation
- Intense involvement of service engineers in the solution design
- Hands-on field training
- Instant support system for problems
Conclusion
Successful digital transformation is all about people. When you prepare and support your employees properly, they go from being opponents of change to its biggest advocates. The key is patience, open communication and a systematic approach.
