3 Ways Executives Sabotage Change
By Shannon Corgan, Director of Marketing
Leading an organizational change can be difficult. It can become even more challenging if you don’t have the right executive support. If you are trying to implement an employee time tracking solution or any software solution that will affect all of your employees’ daily activities, there are 3 ways that your executives could be inadvertently sabotaging you.
1. Not Unifying Company with Common Goal
2. Missing from All Project Stages
If your executive sponsor’s only involvement is sending an announcement email that a change is being made without participating throughout the implementation process to support and lead these changes, you could really be setting up your project to fail. Lack of executive support at all stages of the employee time tracking implementation can lead to poor user adoption and potentially negative ROI of the software purchase.
Executives have to participate in all stages in the implementation process, especially when there is an opportunity to get in-person or live feedback from employees at all levels of your company regardless of title. You need to provide a feedback channel for employees that will only enter time, for supervisors approving time, and all members of the payroll department. Employees are more likely to adopt change when they have participated in the development of the solution. Employees want to participate in a two-way discussion regarding the changes. It is more imperative for the executive sponsor to be involved in two-way engagement activities, to overcome employee’s resistance to the changes.
3. Not leading All Levels of Employees
Implementation success can be hindered when executives aren’t participating and leading the change for all levels of employees. Many executives think if they lead the project team and attend their meetings, the project team can lead the employee time tracking rollout by managing through others. This is a big mistake. Executive leadership needs to be present and leading this change at all levels of the organization. They need to give employees the chance to give their feedback and ask questions, so they can understand the change, how it will affect them, and how it will support the company’s goals.
For example, your payroll team may be excited about the change, but with poor user adoption of the employee time tracking solution by hourly employees, the implementation is headed for failure. If the goals and benefits aren’t clear and relevant to hourly employees, supervisors, the payroll and other departments on the project team, the implementation is doomed to fail.
Now that you know the three ways an executive could inadvertently sabotage your employee time tracking or any company-wide software change, you know what to avoid to successfully implement any software solution at your company. With WorkMax TIME, companies can get up and running today, but should take the time to develop a successful roll out plan to ensure maximum ROI and success. By involving your Executive sponsor at all stages of the project and communicating a common goal to all levels of employees throughout the organization, you have accomplished one of the ten steps to a successful implementation.
We’ve created a few example email templates to effectively communicate change to your employees, payroll team and supervisors/managers. CLICK HERE to see the email templates.
If you liked this blog, you may also be interested in:
- Putting People First to Avoid Implementation Pitfalls Video
- Top Reason People Resist Change
- 5 Integrations Pitfalls to Avoid
- Top 5 Reasons to Move to the Cloud for Employee Time Tracking and Forms Automation
- Top 10 Criteria to Consider for Employee Time Tracking