How important is change management for the success of an ERP implementation?

Is your food company ready for a new software system? A new, up to date system creates streamlined business processes, a more efficient way of working and more insights into your organization. But don’t be fooled, implementing a new software system takes a lot more than just the implementation itself. If you want your employees to work with ERP enthusiastically from day one, than it’s crucial to have a solid adoption process. After all, the people are the most important factor of success during and ERP implementation. Read more about what you should pay attention to regarding change management to get more out of your IT investment and employees. Request the whitepaper here.

Change during an ERP implementation

Change management is a large challenge for companies in the food industry. During an ERP implementation, oftentimes people forget that you should help your employees along the way, which creates inefficiency, stress and negativity. After all, your employees are the people who have to start working with the new software system. It’s change, which is always hard for most people. Changes in processes, roles, organizational structure and technology. Adapting your food company in order to be successful in the future is a process most companies inevitably have to go through. Which makes it crucial to focus on change instead of ignoring it.

Achieve ROI faster during the implementation process

With a thorough adoption approach, you can make sure that your colleagues feel more positive about the change, are more enthusiastic to start working with the system, do more in less time and the company achieves ROI faster. Which, of course, is what we all want, a successful implementation! From experience, Schouw Informatisering sees 9 conditions that guarantee a successful adoption process. Curious to know which ones? Download the whitepaper and be enlightened.

Where do you start?

All eyes will be on the board and managers when change is coming. In order to get the rest of the organization motivated and excited, they should be the ones to embrace the change first! In other words: go for one uniform, but above all honest, message to your employees. Collaboration between the board and the managers is essential in turning the change process into a success.

Communication is key with change management

After this, it’s time for all other colleagues to go along with the process. Within every layer of the organization. This usually goes through ‘key-users’, those who have the motivation and the skills to make change possible. However, the most important is that you have to keep communicating with all employees within your organization. Don’t assume that it’s a simple task that’s easy and simple to understand. It’s more than just a system- and process change, it’s a complete organizational change.


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