Streamlining processes, improving file management, avoiding duplication, empowering employees, and helping recruit new employees more efficiently sounds like an easy YES! But, before you sign up for human capital management software, consider your transition strategy. We’ve helped thousands of companies successfully implement payroll/HR platforms, and we’ve seen it all. Avoid these five mistakes for a smooth transition!
- Going it alone.
When considering a big move like transitioning to human capital management (HCM) software, it’s normal for a few on your team to be all-in, while others need a bit of convincing. For a successful transition, the organization needs a core group of cheerleaders that brings others to the discussion table and keeps the project moving forward. Before you start evaluating software and testing compatibility, have one-on-one meetings with executives; listen to concerns and address any fears or stressors that are associated with the switch. Make sure you understand what they and their teams hope to accomplish with the transition so these stay top of mind throughout the process. This isn’t a transition you should make alone.
- Leaving out the end user.
So you’ve assembled a core team of leaders, but what about the people who’ll use the software every day? Be sure to include key employee influencers from major departments in early conversations about project goals. Managers are heavy users of an HCM platform and should be included. Engaging early and often with them will lead to a smooth transition where employees are heard, and their concerns are considered and addressed. Consider which employees are leaders in their departments and can be valuable influencers for the new process.
- Buying the sales pitch, not the software.
Maybe you saw a great presentation at the last SHRM conference. Don’t get on board just yet! First, develop a full list of requirements based on your company’s unique needs. Then, compare HCM software platforms based on their tools, technology, and price. It’s so important to compare apples to apples and own the process so that you’re exploring the features that matter most to you and your organization. And don't forget to understand the service levels and model for each vendor. After all, great software isn't much without a great service organization behind it.
- Compressing the timeline (or having no timeline).
It’s really easy to promise a big transition by the end of the year, or first quarter. While it sounds great, it might not be reasonable. On the other hand, having no timeline at all could leave your team without motivation to make the switch. Don’t set a hard deadline for rolling out HCM software until you’ve fully evaluated internal resources and coordinated with your chosen vendor. Set a reasonable timeline for each phase of the project; prioritize key functionality to be implemented on the front end. Keep in mind the goals and objectives of each user and department and evaluate whether deadlines need to change as you work through the process.
- Failing to communicate.
A successful HCM software implementation requires a lot of time and effort that can be hampered by a lack of communication with key stakeholders, especially during the rollout phase.
There are action items you will need your employees to complete, including setting up accounts within the platform and completing training courses, which affect the rollout and the effectiveness of the implementation. Setting clear expectations with due dates and communicating throughout the process will minimize delays.
Soliciting feedback from employees and managers as they begin to use the system is crucial. There will be unanticipated system occurrences and system tweaks that will need to be made, so fully expect a period of adjustment following rollout and plan accordingly.
Avoid these common mistakes by thoroughly evaluating potential human capital management software options and executing a well-planned transition strategy. Proper preparation and consistent communications can make all the difference.