Implementing a new company-wide tech tool can be a huge HR challenge. Not only do you have to organize the time and materials for proper employee training, you also have to check in to make sure everyone “gets it” — and if they don’t, you need to work with them until they do.
From a morale standpoint, employees might grumble about having to take time away from their jobs to learn this new technology, or feel frustrated if they have issues using it. That’s why human resources professionals need to plan ahead for a smooth transition and adoption process.
To help your employees adapt to a new workplace technology, try implementing one of these nine smart initiatives recommended by Forbes Human Resources Council members.
1. Incentivize The Technology Use
Keep employees up on technology by tying training to job requirements. By doing so, new skills can lead to a promotion or even a pay increase. In a past job, we did this every day. It was great to be able to award employees with an increase for every new skill. We were able to retain talent and tie the training to specific business results which all equated to investing in our organization’s success. – Michele Gonzalez-Pitek, Best Friends Credit
2. Break It Up Into Small Steps
Take small steps when introducing new technology to employees and be patient. Some employees may pick up on it quickly, but others will need some extra training and time. Invest in the extra training sessions for the less tech-savvy employees. Ensure all employees understand the basics of the new technology before moving on to more detailed, complicated features. – Tiffany Servatius, Scott’s Marketplace
3. Host ‘Lunch And Learn’ Sessions
“Lunch and Learn” sessions are a fantastic way to build connections across a team while simultaneously learning something new. Whether you provide the lunch or ask the team to brown bag it, they will welcome the opportunity to learn in a more open setting that isn’t quite as structured as formally scheduled training. – Dynasti Hunt, EducationSuperHighway
4. Provide Training And Mentoring
First, comprehensive training should be included during onboarding to introduce new hires to the company’s technology and how it functions in a work context. Second, experienced employees should be available to help new or struggling employees who require additional instruction. This will not only expedite ramp up, but also encourage collaboration among employees who may not otherwise interact. – John Feldmann, Insperity
5. Help Employees See The Value For Themselves And The Company
Technology means change. For successful change, share with employees why the technology is being implemented, and how it will benefit the employee in doing their job and enhancing their skills. Show them how they can to contribute to the change, and what the identified ROI is post-implementation. By doing this, employees will feel valued and have greater buy-in for future changes. – Bridgette Wilder, Wilder HR Management & EEO Consulting
6. Engage Employees Every Step Of The Way
Engage employees in design, development and deployment of the new technology. A powerful way is to help them understand the problem that the technology is trying to solve. Most projects fail at adoption as they lack the “burning platform” and are more “follow the trend” projects. – Sanjeev Sahgal, worldbank.org
7. Follow Up On Initial Tech Training
Employee training prior to implementing new technology is a must, but it needs to be an ongoing initiative. First, schedule regular feedback opportunities through the tech platform itself, or within ongoing engagement initiatives, to find out where adoption issues exist and why. Next, schedule tech training refreshers as part of learning initiatives so employees stay sharp as platforms evolve. – Lisa Sterling, Ceridian
8. Make It Interactive
Incorporating interactivity into training is a must when introducing employees to a new technology, as it ensures engagement. This can include assigning team members to become “experts” and then asking them to help educate others on the technology. When people demonstrate what they’ve learned, they retain more of that knowledge. When they teach or use it immediately, they retain even more. – Jeff Weber, Instructure
9. Give Employees Room For Failure
Allow room for failure. We learn from failing. I’m a decent recruiter today because I have failed over and over again. Allow the opportunity to learn from failure and put redundancies into place to overcome the challenge of learning. However, if we are failing at the same thing over and over again, that is a different issue. Allow failure and manage failure to promote positive reinforcement. – Adam Mellor, ONE Gas, Inc.