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Expert Tips to Drive Cloud ERP Adoption in Your Organization

The success of your cloud ERP implementation depends on the people who will be using it.

3 Min Read
Employees at table with computers training

If you’re introducing your workforce to new ERP technology–especially if you’re upgrading from a legacy system–it’s essential to get employees’ buy-in from the start. You expect your new Acumatica software to yield results and you’re looking forward to the efficiencies you’ll gain and even costs you’ll save. But the success of your implementation is only as good as its adoption by the people who will be using it.

Here are some expert tips to ensure your employees are prepared to embrace the technology changes that lie ahead.

Make sure employees understand why you’re making the tech change.

If your employees can “see the change coming,” they’ll be more likely to support–and even enthusiastically welcome–their new system. Some things to consider communicating with employees before making the jump: How does your legacy system limit your company’s success and your employees’ efficiency? What opportunities are you missing? Is it an issue of manual processes creating bottlenecks? Is productivity lagging because employees are grappling with paper-based workflows and the lack of mobile or remote access?

Explain the company’s goals and why it’s necessary to upgrade to modern ERP technology that will enable a more competitive position, better customer service and streamlined workflows. It’s always a good idea for these communications to come from C-Suite and cascade down.

Ask employees for feedback while exploring solutions (and after implementation).

If the new software is solving a challenge, let employees be part of the solution! Ask them what they need on a day-to-day basis with their new software: What are their biggest workflow and process pain points? What would they like to see when their new ERP is up and running? Even if everything in their wish lists aren’t fulfilled, they’ll feel like their needs are being addressed.

This process can be managed in each department by holding focus groups, or by asking key power users to join the “ERP implementation team.” However you do it, the voice of the employee should be heard. This will help prepare people, with positive context, for what’s ahead. Then, keep talking through implementation, rollout and production. Is the software meeting expectations? Is there a need for additional training? Be sure to keep the lines of communication open; doing so will provide the opportunity to address (or get ahead of) any adoption-threatening issues right away.

Tell employees what’s in it for them.

Some people are threatened by change. They’re used to working one way, and a shift in the status quo makes them anxious. Is their job in jeopardy? Can they learn the new software? Share the win-win benefits they’ll experience. With more automated and streamlined workflows, for example, they’ll have more time to focus on strategic endeavors. They’ll have user-friendly tools in a modern interface that will make working in their system simpler than ever, and they may have mobile and remote access to stay productive on-the-go. Keep your messages positive, and express that they’ll be trained on the new technology—and, once they’re using it, their jobs will likely easier and even more satisfying.

Provide ample training and user support.

It’s critical your new Acumatica ERP system’s users know how to make the most of their new software. Find out what your employee base needs to know–where they need the most help–and focus training resources there. Leverage help from both your implementation partner and Acumatica, and tell employees where they can go for help with any questions or feedback. This is an ideal opportunity to ask a power user (or two) who’s well liked by employees to “champion” the change and get employees excited about it, serving as a role model and source of information.

Celebrate achievements along the way.

Set some landmarks for your project–key dates and activities–and report on progress and successes. Communicate frequently about where you are in the process of getting the ERP system up and running. From a performance management angle, it’s likely that managers can reward employees in new ways, based on how their new software changes the way they do their jobs. By building encouragement and reward into employees’ workdays, they’ll recognize that your organization’s ERP implementation is truly a win-win!

This guest blog is part of a Channel Futures sponsorship.

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