No Change Management

Many companies lose a lot of time when introducing a new software to please everyone: HR, employees and executives. They engage in elaborate change management, set up endless training courses and invest valuable time and costs in the introduction process. But if you make the right choice during the initial decision-making process, you can avoid a lot of hassle. 

HR departments often invest far too much time in the introduction of new HR software. And in the end the added value for the staff is very low. This is by no means the fault of the human resources department. The good will to join the digital age and to automate complicated HR processes is a necessary step in the right direction. However, if the software involves more effort in its introduction than benefits in daily working life, you should look for alternatives.

Focus on your employees

If you want to avoid complex change management during a software introduction, the needs of the employees who work with the tool on a daily basis must be taken into account when searching for a suitable HR software. The People-Based HR approach puts the people in the company back into the spotlight. Thus the look & feel as well as the functional range of the software plays an increasingly important role. The aim is to provide HR staff with a digital tool that enables them to make their work easier and more efficient.

If the goal of an HR software implementation is to increase effectiveness and to save costs, then the focus must be on user-friendliness. People remain the most important resource of a company. They are the driving force and the most reliable knowledge base. HR technology, which is designed according to the People-Based HR approach, allows all those involved in an HR process to actively participate, thus creating maximum transparency and employee satisfaction.

The goal is a software that can be operated in an intuitive and self-explanatory way, and that is fun to use. In times of social media & co. we are more visually demanding and at the same time more impatient. If it takes weeks to become familiar with the functions of a new software, interest is quickly lost. If a lot of time is then also spent on trainings, not only valuable working time is lost. Employees’ motivation and willingness to change also miss out.

Therefore we should aim at introducing software that does not require any change management at all. The usability should be designed in such a way that it does not require much explanation. Cool interfaces and gamification are in demand.

What is gamification?

Gamification is the integration of playful elements and processes in non-game contexts. The aim is to increase the motivation of the users and impart knowledge in a playful way.¹ If this principle is transferred to HR software, complicated HR processes can be transmitted onto an easily understandable user interface thanks to digital technology. The combination of playful elements backed by clever algorithms allows HR processes to be handled with less effort and makes daily administrative tasks more pleasant.

If the employee recognizes the advantages right from the first contact with the software, experiences the ease of work directly with the first click and feels comfortable in the handling of the software, then there is no need for persuasion. In this way, the software can be integrated into ongoing operations from day one and contributes concrete added value to daily work. This makes the transition phase from manual HR activities to digital HR processes easier and faster for everyone.

A must-do for companies

To promote the introduction of HR software without change management, companies should integrate aspects of social change into the team spirit and not least into the corporate culture. If employees are already sensitized to digital change and have the right mindset and awareness of the urgent need for action, the willingness to change regarding new technologies is often much higher. The further development of digital skills is an important component in preparing employees for the digital age in a long-term perspective. Extra trainings are no longer appropriate here. The higher the employees’ willingness to innovate and change, the more future-proof the company is.