When implementing an ERP project
When starting the change management process, you may have a long road of obstacles ahead. Before starting down this path, the project team must create a detailed change management plan. There are two main types of change that can occur in an organization: "Incremental and Transformative". It's important to understand which changes your company will make because one of these changes is more difficult than another.
Increase
Incremental changes are based on the current state and are made to improve existing practices. This level of change is easier to implement than transformational change because there is a baseline to adjust to. An example of an incremental change is modifying standard operating procedures, such as having an employee use a different tool on a production line.
Transform (Convert)
Transformational change is more difficult to execute because it is based on a future state that is largely theoretical — that is, a vision of where a company is compared to where it is today. Transformational change takes time to implement and is often met with resistance because it focuses on changing organizational culture and shaping behavior. An example of a transformational change would be a company undergoing a merger that would restructure the information flow of its departments.
Change management when implementing ERP
1. Create a Change Management Plan
An outline informs the use of processes and tools to manage the people side of change. The importance of change management lies in the fact that your employees - or end users - determine the success of your project.
2. Build an effective change management process
Includes communications plan, funding roadmap, resistance management plan, training plan and training plan. More specifically, a change management plan must meet the following purposes: Provide an environment for change, facilitate communication, manage implementation barriers, manage resistance and change roadmap change.
3. Evaluate proposed changes against business goals
It's important to ensure that organizational changes align with your technology adoption strategy and business goals. In other words, the changes will support your business's financial, ethical, and strategic goals.
4. Build a strict schedule
You need to detail the who, what, when and how of your proposed change in a particular process. When will specific aspects of your change be implemented? Who will carry them out? How will they be implemented? Who and what will be affected?
5. Create an internal communications plan
A change management communications plan should have a single goal: ensure that your goals are transparent and that your business leaders are open in their discussions about change. change. This includes discussion about what will change and why.
6. Choose the right leader
Leaders are the individuals responsible for running the project from start to finish. You should choose people from your management team who support the project goals, are clear communicators, and are eager to share positive messages with employees.
7. Measure the effectiveness of the plan
It's important to identify change management KPIs that you can use to measure the ongoing effectiveness of your change management process.
8. Don't Be Afraid of Change
The test of an organization's ability to fulfill its mission lies in its ability to navigate obstacles. If once you have implemented your plan and you find that your plan is not working, modify the plan and continue to face resistance to change.
Successful change management requires proper planning. Analyzing the impact of change will help you identify the steps of the change management process that reduce fear and uncertainty and ensure employee engagement. Besides, there is the commitment of the Board of Directors to ensure that the ERP system is deployed according to goals and plans.
