Our 5-step strategy for getting people on board with Salesforce

When new technology is on the way, employees can often be seen to exhibit ‘change resistance’, perhaps by showing a lack of interest in learning the new system or finding faults in it. A warning along the lines of “you better get used to it” will only serve to increase the resistance. So, what can be done to get employees to buy into your new Salesforce org?

The answer is “deceptively simple”, according to the HR Technologist, which provides a five-step strategy for getting people on board with a new system:

1. Keep users in the loop

Your team will be the ones using Salesforce on a daily basis, so why not involve them from the word go?

Allowing employees to play a part in the decision-making process has obvious engagement benefits, but it may also reveal pain points with the current system that you weren’t aware of. These issues should inform your choice of new solution so that it makes people’s working lives more problem-free and productive.

2. Make training as simple as possible

The first engagement employees will have with the new tech will be the initial system walkthrough. It’s crucial that those first impressions are positive to avoid getting off on the wrong foot. So, keep things as simple as you can, so that users aren’t overwhelmed by the prospect of working with the new programme.

3. Make opinion leaders a priority

No matter how positive you are about a new system, you’ll never be as effective at ‘selling’ it to employees as those ‘influencers’ in the company who hold sway with team members. Make these opinion leaders a priority, educating them on what the technology will bring to the business and its employees, so that they become flag-bearers for transformation.

4. Create a communication plan

In larger organisations, it’s vital that messages are communicated consistently, effectively and regularly to prevent bottlenecks or breakdowns in acceptance. To ensure that no groups feel like they’ve been forgotten, create a communication plan at every level, factoring in what messages work best for each demographic segment of the workforce.

5. Gather feedback

Employees will offer their opinions on a new system whether you’re there to hear it or not. By creating formal feedback channels, you’ll be spreading an atmosphere of oneness in the company and showing staff that their input is both valued and implemented.

If you’re concerned about the prospect of change resistance, contact Cogniton24 today to discuss a proactive employee buy-in strategy.

Next Post:

Case study: How we helped one insurance firm move ahead of the game

The background Our client is a specialist insurance brokerage, based in the Midlands, that focuses on complex business insurance. They provide cover and risk management to a wide range of...

Read More