Commit to Change: Successful Software Implementation

Successful Software Implementation: A Commitment to Change

Your company has brand new software ready for implementation, but—surprise, surprise—your team has met the change with resistance.

As creatures of habit, your human employees cannot help but resist change and all of the hard work that goes with it.

When it comes to implementing change successfully, commitment is key. Include the following elements in your implementation strategy to get employees as excited about the new software as you are.

  1. Teamwork. When learning new software challenges a company, it is best if employees and management feel as if they are facing the change together. Working together starts at the top. Fostering an inclusive work environment by providing management support, resources, and delegated training within your own staff creates trust and confidence in your recommendations (i.e., the new software system).
  2. Cheerleading. Use your staff to your advantage. If you recognize a member of staff or have department leaders in place, make these leaders champions for the cause. If you convince them of the new software's merits, they will work hard to convince those working in their respective departments.
  3. Planning. A solid implementation strategy is paramount to a smooth transition into a new software system. Too many unforeseen hurdles during a transitional period can affect your team's confidence not only in the process, but in the worthiness of the final product as well.
  4. Communication. Listening well and communicating clearly with your employees during the implementation of a new software system will ensure frustrations, concerns, and misunderstandings are handled constructively. Employee feedback will illuminate both strengths and weaknesses in your training program. This transparency allows you and your software company to address any concerns quickly, ensuring you reach training and implementation goals on schedule.
  5. Incentives. While your incentives for implementing new software are clear (return on investment), your employees might find it difficult to understand why they must learn a new system or to find the motivation to do so. Avoid discouraging your employees by offering incentives. Whether you plan pizza parties and ice cream around training events or offer promotions and new titles, you will be surprised how a little incentive will alter your employees’ attitudes toward change.

If you can show your employees the benefits they stand to gain by getting on board and learning a new system, your entire office will commit to making the best of their new software; you will have the key to unlocking all of the wonders change can offer including increased efficiency, more time, realized return on investment, and valuable business analytics.

Baker Hill’s sophisticated technology solutions enable banks and credit unions to compete aggressively in today’s complex lending environment.

We formed a strategic alliance with Built Technologies to make it easier for financial institutions to drive productivity and profitability in all areas of construction lending.

This alliance expands access to Built’s secure, cloud-based construction lending software and Baker Hill’s latest lending and risk management solution, Baker Hill NextGen®, to bring the draw management process online, connecting each person involved with the loan and automating manual administration tasks.

Note: This post is part of Construction Lending 101: The Ultimate Guide to Modern Construction Loan Management, and it originally appeared on the Built Technologies blog.