Change is challenging and frightening at all organizational levels. Strong leadership can ease this burden. Before, during, and after implementing new systems like ERP, HRIS, CRM, or HCM, leaders play a vital role.
Employees need forums to express concerns before implementation begins. They also require opportunities to discuss issues encountered during transitions. Equally important is enabling staff to contribute to problem-solving efforts. Allowing time for employee input proves invaluable for forward-thinking leaders.
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Effective Leaders Embrace Transparency. Leadership shapes organizational culture. When leaders adopt new technology without experiencing it themselves, it can appear inauthentic. Transparency helps address the doubt and discomfort accompanying change.
According to TINYPulse's senior director Prem Kumar, transparency means "bringing people along on your journey—explaining decisions honestly and holding yourself and others accountable." No one appreciates feeling isolated. Maintaining open communication between management and staff fosters involvement and helps employees understand they contribute meaningfully.
We're All in this Together. Beyond providing spaces for concerns, incentivizing employees during major changes builds understanding and reduces frustration. Demonstrating the opportunities new technologies create for individuals and the organization, while transparently discussing business impacts, shifts mindsets positively. Even post-implementation, resistance persists, making every opportunity to frame change positively crucial for morale.