Maturity first, implementation later

Do you have a child at home, or perhaps you know someone who does? Then you've probably heard of the age of defiance. The age of defiance is not really linked to a specific age. You have probably met adults who can be perceived as defiant, but we like to translate that into the more adult feelings: Disappointed, scared or angry. 

So what can cause defiance or resistance in your people? Could it be something you as business manager have said or done? Or something you should convey?

  • Have you introduced a new security routine that reads "no one is allowed to send links by email", without actually explaining why? 
  • Has the business finally taken the journey to the cloud and introduced file sharing on Teams, without thoroughly explaining how to use it?
  • Has the business finally got a brand new CRM system in place, which no one is willing to get used to?

So how do you avoid defiant employees in your change process? We recommend involving, sharing, telling and preparing. It will pay off. Emotions are complex, and many can have a natural reaction to change. The fear of the unknown is no fun to be in. Especially if the change will demand a lot from individuals at work. For the individual, it will quickly be felt that the change process they are in goes beyond the quality and ability to deliver their actual work tasks.

Just as with the children, employees should be involved in processes to be carried out. Changes that require more than two hours of training in the working day for your people should be covered by an action plan. 

In such a plan, it is the project group's job to answer: 

  • Why do we do this?
  • What difference will it make to the organization?
  • What does it mean for me (the individual employee)?
  • What kind of training will I receive?
  • When will the process be initiated?
  • When can I breathe a sigh of relief and move on with my life (and get my job done again)?
  • Will it cause delays in my current work?

Your people must be able to get into the mode of change. You must anchor why exactly this change will be good for everyone in the organisation. In this way, the employees' motivation can be kept the same, and as a bonus they can feel seen and looked after. The change can be welcomed and have positive consequences for the way forward. But what then when you have answered these questions?

What an IT tool can mean is difficult to put into words, so we have done just that! If you are wondering whether 365 Arbeidsplass, a more efficient communication and flexible everyday life is for you - then we recommend a look here. 

The actual implementation: 5 reasons to include the people in the planning 

Maria Abert, who is one of our skilled project managers, has taken part in many change processes. Her best tip is to bring a selection of employees to the actual planning of the implementation – a kind of ambassador group. Yes, there will be a lot of words, but follow along now. If your user is not ready to adopt the new system you have built or your new guidelines... Or, put in other words: without anchoring, it can quickly become large resources that do not lead to very good results.

Maria has therefore come up with 5 concrete reasons to include the people, or the end user if you like, in the planning: 

  1. You get the user focus in place.
  2. You get perspectives from the people on the "floor" that you might not have thought of yourself. 
  3. The plan will be realistic and predictable, because a selection of employees is behind it. This also makes it easier for the rest of the people to accept the process. 
  4. You gain insight into how your employees are driven forward and motivated in the face of new things.
  5. You are left with a realistic and manageable process where your people can keep both their courage and motivation up during the training.

Maria Abert, one of our talented project managers.

Getting better wifi is something you can implement without your people having to lift a finger! Maybe the time is ripe for something like that? Say goodbye to unstable, insecure and slow networks. 

IT tools can create good changes

As project manager, Maria has had to deal with everything from new CRM systems, migrations to the 365 world to new intranets that are adapted to customers all over Norway. She does this together with our consultants. Through a series of workshops, they map how the business is doing today, map the need going forward in time and how we as an IT company contribute to taking your business forward.

- It's great fun to show how IT tools can make a difference in people's communication, processes and digital working life. To actually teach how data storage and interaction can be seamless and simple as well as how to facilitate with automation, says Maria with a smile.

IT tools can therefore create good and positive changes. Many find themselves in a position where they are ripe for change, but do not know where the shoe is pressing. Then a chat with your IT supplier might be a good idea! Our people build a lot of culture. Everything from data centers and infrastructure to intranets, CRM and marketing modules.

No matter what you need, we listen to you, map out your needs and ensure that new solutions will both meet today's needs, but also the needs of the future.